Someone you don’t like

By Amy Gallo via http://blogs.hbr.org   Article

How to Manage Someone You Don’t Like

“What should you do if the person you manage drives you crazy? If the behavior is a performance issue, there’s a straightforward way to address what’s irking you — but what do you do when it’s an interpersonal issue? … must you learn to like every member of your team? …

It’s neither possible — nor even ideal — to build a team comprised entirely of people you’d invite to a backyard barbecue. But there are real pitfalls to disliking an employee. Consciously or unconsciously, you might mismanage him or treat him unfairly and fail to see the real benefit he can deliver to your team. Here’s how to get the most out of someone you don’t like. …

From a performance standpoint, liking the people you manage too much is a bigger problem than liking them too little,” …. The employees you gravitate toward are probably the ones who act nice, don’t deliver bad news, and flatter you. But it’s often those who provoke or challenge you that prompt new insights and help propel the group to success.

Rather than thinking about how irritating the person is, focus on why you are reacting the way you are. “They didn’t create the button, they’re just pushing it.” …

No one is 100% annoying. Yet it’s easy to see the best in your favorites and the worst in people who bother you. “Looking for some of the flaws of your stars and the redeeming attributes of the people you don’t like can help you be more balanced” …. Search for what you like about the person. “Assume the best, focus on what they’re good at, and how they can help your team” …

“Over time, if you work together closely you may come to appreciate them” …. Consider staffing him to your toughest project, or asking him to serve as your right-hand person on an important initiative.”

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