[et_pb_section fb_built=”1″ _builder_version=”3.22″][et_pb_row _builder_version=”3.25″ background_size=”initial” background_position=”top_left” background_repeat=”repeat”][et_pb_column type=”4_4″ _builder_version=”3.25″ custom_padding=”|||” custom_padding__hover=”|||”][et_pb_image src=”http:\/\/merrimanmanagementsupport.com\/wp-content\/uploads\/2022\/04\/Drawing1-2.jpg” _builder_version=”4.9.0″ _module_preset=”default” title_text=”Drawing1″ hover_enabled=”0″ sticky_enabled=”0″ width=”48%”][\/et_pb_image][et_pb_text _builder_version=”3.27.4″ background_size=”initial” background_position=”top_left” background_repeat=”repeat”]<\/p>\n
We don’t manage people’s personalities to make them better workers. We manage objective incidents, one at a time when an employee’s behavior or performance is falling below standards. <\/p>\n <\/p>\n Do we really have the skill to take on the task of\u00a0changing\u00a0a personality this big? [\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section]<\/p>\n","protected":false},"excerpt":{"rendered":" We don’t manage people’s personalities to make them better workers. We manage objective incidents, one at a time when an employee’s behavior or performance is falling below standards.Say we have an employee that is nice, easy to work with, is really funny and likes to goof around a bit.They have a pleasant, fun personality but the […]<\/p>\n","protected":false},"author":1,"featured_media":2027,"comment_status":"open","ping_status":"closed","template":"","meta":{"_et_pb_use_builder":"on","_et_pb_old_content":"\n We don't manage people's personalities to make them better workers. We manage objective incidents, one at a time when an employee's behavior or performance is falling below standards. Do we really have the skill to take on the task of\u00a0changing\u00a0a personality this big?
Say we have an employee that is nice, easy to work with, is really funny and likes to goof around a bit.
They have a pleasant, fun personality but the goofing around gets in the way of their job at times. Maybe also they’re a little too gregarious and they lose focus chatting it up here and there.
This is a person with a big, warm, likable personality but their work performance is just not where we need it to be.
Here’s the type of situation that is so easy to just let go and not deal with.
This person is well liked and how in the world can we ever start to wrangle in their personality to make them a better fit for their job.
Do we really want to be the “big-boss-bringdown” person clamping down on them?
Do we really want to say to them, “could you just cool-it here at work and generally be more serious about what you’re doing?” <\/em><\/p>\n
The good news is\u00a0we\u00a0don’t have to – refer to the first sentence up top.
Their personality\u00a0is not our business. We do not manage personalities.
We narrow our focus and manage specific incidences – one at a time.
From the start of their employment, if we see a particular incident\u00a0that didn’t meet expectations,\u00a0we do little clarifying\u00a0check-ins.\u00a0 Not focusing on their personality\u00a0but on the observable\u00a0facts\u00a0of performance and behavior\u00a0that took place.
Not,\u00a0<\/strong>“Hey, could you not goof around so much when you’re restocking the <\/em>bags. “Th<\/i>is <\/strong>w<\/b>ay, “I<\/strong> noticed all the bags were not stocked before your first break.\u00a0What do you think kept that from <\/em>happenin<\/i>g? “Manage<\/em> the objective incident, not the personality.
Then if things don’t get better,\u00a0you manage the next incident, then the next one while increasing\u00a0the formality and\u00a0structure of the conversation.\u00a0You never have the same conversation twice and never have to lose your appreciation of who they are.
Managing takes place one conversation at a time, providing clarity to an employee, not the impossible\u00a0task of trying to change them.\u00a0
Managing big personalities can seem overwhelming; it’s a good thing that’s not our job.<\/p>\n
Say we have an employee that is nice, easy to work with, is really funny and likes to goof around a bit.
They have a pleasant, fun personality but the goofing around gets in the way of their job at times. Maybe also they're a little too gregarious and they lose focus chatting it up here and there.
This is a person with a big, warm, likable personality but their work performance is just not where we need it to be.
Here's the type of situation that is so easy to just let go and not deal with.
This person is well liked and how in the world can we ever start to wrangle in their personality to make them a better fit for their job.
Do we really want to be the \"big-boss-bringdown\" person clamping down on them?
Do we really want to say to them, \"could you just cool-it here at work and generally be more serious about what you're doing?\" <\/em><\/p>\n\n\n\n
The good news is\u00a0we\u00a0don't have to - refer to the first sentence up top.
Their personality\u00a0is not our business. We do not manage personalities.
We narrow our focus and manage specific incidences - one at a time.
From the start of their employment, if we see a particular incident\u00a0that didn't meet expectations,\u00a0we do little clarifying\u00a0check-ins.\u00a0 Not focusing on their personality\u00a0but on the observable\u00a0facts\u00a0of performance and behavior\u00a0that took place.
Not,\u00a0<\/strong>\"Hey, could you not goof around so much when you're restocking the <\/em>bags. \"Th<\/i>is <\/strong>w<\/b>ay, \"I<\/strong> noticed all the bags were not stocked before your first break.\u00a0What do you think kept that from <\/em>happenin<\/i>g? \"Manage<\/em> the objective incident, not the personality.
Then if things don't get better,\u00a0you manage the next incident, then the next one while increasing\u00a0the formality and\u00a0structure of the conversation.\u00a0You never have the same conversation twice and never have to lose your appreciation of who they are.
Managing takes place one conversation at a time, providing clarity to an employee, not the impossible\u00a0task of trying to change them.\u00a0
Managing big personalities can seem overwhelming; it's a good thing that's not our job.<\/p>\n","_et_gb_content_width":"","footnotes":""},"project_category":[3],"project_tag":[],"class_list":["post-2026","project","type-project","status-publish","has-post-thumbnail","hentry","project_category-m2m"],"_links":{"self":[{"href":"http:\/\/merrimanmanagementsupport.com\/index.php\/wp-json\/wp\/v2\/project\/2026","targetHints":{"allow":["GET"]}}],"collection":[{"href":"http:\/\/merrimanmanagementsupport.com\/index.php\/wp-json\/wp\/v2\/project"}],"about":[{"href":"http:\/\/merrimanmanagementsupport.com\/index.php\/wp-json\/wp\/v2\/types\/project"}],"author":[{"embeddable":true,"href":"http:\/\/merrimanmanagementsupport.com\/index.php\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"http:\/\/merrimanmanagementsupport.com\/index.php\/wp-json\/wp\/v2\/comments?post=2026"}],"version-history":[{"count":2,"href":"http:\/\/merrimanmanagementsupport.com\/index.php\/wp-json\/wp\/v2\/project\/2026\/revisions"}],"predecessor-version":[{"id":2029,"href":"http:\/\/merrimanmanagementsupport.com\/index.php\/wp-json\/wp\/v2\/project\/2026\/revisions\/2029"}],"wp:featuredmedia":[{"embeddable":true,"href":"http:\/\/merrimanmanagementsupport.com\/index.php\/wp-json\/wp\/v2\/media\/2027"}],"wp:attachment":[{"href":"http:\/\/merrimanmanagementsupport.com\/index.php\/wp-json\/wp\/v2\/media?parent=2026"}],"wp:term":[{"taxonomy":"project_category","embeddable":true,"href":"http:\/\/merrimanmanagementsupport.com\/index.php\/wp-json\/wp\/v2\/project_category?post=2026"},{"taxonomy":"project_tag","embeddable":true,"href":"http:\/\/merrimanmanagementsupport.com\/index.php\/wp-json\/wp\/v2\/project_tag?post=2026"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}