QUESTION: A few of my team members are not cooperating since I am a new manager and they had aspired for the lob.
FACT: You can get the desired result by Involving and not isolating them.
A new manager joining a team might face a situation where some of the folks who had aspired for his job are non-cooperative. The manager then comes under the scanner for all his actions and any mistake he commits is amplified and highlighted to his superior and peers. The new manager might be quick in realizing the hostile nature of the situation, and in order to prove himself quickly, he might even commit more blunders. This will put NM in a spot, casting -doubts on his managerial skills.
At times, when the manager tries his best to build a good relationship with each team member, he may not succeed, as there may be a few employees who have not come to terms with this person’s being their manager. During this initial period of settling down, some managers commit the mistake of placating the disgruntled ones by showering praise on them or by making them feel important on flimsy grounds, Some managers go to the other extreme of not involving them in key activities, of isolating them in meetings so that they feel like quitting, or they become vulnerable enough to accept the authority.
it is always better for an employee to accept at the earliest the reality of having a new manager. Yes. he can seek feedback from the manager’s superior as to the reason why he was turned down for the position, and learn from the feedback; but then he should quickly take steps to cooperate with the manager, as non-cooperation would further hinder his promotion prospects.
WHAT CAN you DO? The best way to handle the situation is to discuss the issue with your own manager; you could seek advice from him and get a contextual perspective which would help you to understand the other employees. You have to stamp your authority quickly—confronting upfront the issue Of lack of cooperation is important; you may have to make it clear to the team members that if they don’t support you, they may no longer be in the team. Its also important to have a dialogue with the non-cooperative employees in order to understand the whole issue. Instead of alienating them, it is always better to involve them and make them feel wanted. Any adverse action that is not well thought through might damage the team environment. Ensure frequent dialogue to gauge the progress. Most of the time, an impartial manager who possesses good soft skills as well as subject-matter expertise gets readily accepted by any team. And if the new manager’s discussions with the non-cooperating employees do not bear any fruit, then he should suggest a ‘skip-level’ meeting where. they can talk. directly with his superior to look at other options.
