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7 Reasons Why Law Firm Diversity Intiatives Fail
Many law firms understand the importance of building a diverse workforce. The changing demographics within the United States have signaled to firms that diversity is an important goal that will affect the firm’s viability and ultimately the bottom...
Check Yourself for Outstanding Customer Service
How many times have you heard something similar to this in a customer service situation? Customer: “Why don’t you just do it this way, and it will take care of the situation.” Customer Service Person: “I understand what you are saying, but we can...
Dealing with Incompetent Leaders
As a mid-level employee, you’ve been working for the ACME Company, a manufacturing firm, for the past two years. Your job performance has been solid, and on occasion, even praiseworthy. However due to the current economic conditions – poor profit...
Growing your Company in today's Chaotic Market!
I think we've all heard enough bad news to last us few months to last us several lifetimes! Our mantra for clients is "get over it" - cut your losses when where you can and focus on the basic building blocks to grow your business. Here are some...
Why Bother With Distributed Leadership?
I'm an alumni of Boston University Graduate School of
Management, so I receive the Alumni magazine Bostonia. To be
honest, that doesn't mean I read it faithfully at all. But this
issue was different. George Labovitz, a professor...
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How To Handle Poor Office Manners - Diplomatically
How To Handle Poor Office Manners - Diplomatically
It only takes one person to disturb the emotional atmosphere and productivity of an office. Others become irritated by the offender’s seemly harmless behaviors and now their productivity suffers too. Here is a scenario and how it may be handled diplomatically:
You have a co-worker who is affecting office morale by their inappropriate behavior. Extended cigarette and bathroom breaks,
taking a flood of personal calls, extra long lunch breaks, taking off for assorted appointments and seen playing Internet games during the work day.
Tell the supervisor or the senior office executive about this problem that others have observed and want resolved. If you are the senior leader, then privately call in this individual and tell them you are aware of this problem and how it’s affecting office morale. Many times these people live in their own world and are totally oblivious to how their actions affect others. Ask if there are reasons or problems that prompts this behavior. Listen and
not be judgmental. After listening, tell them of the repercussions of this behavior continuing past today. Have them come up with ways to resolve this problem either by e-mail to you or by a meeting by the end of the week. Thank them for the meeting and the conversation will be confidential. Keep a file with this situation and the results in your office. Review with this individual and others in the office, weekly for the first month to see progress. When you hear or see progress has been made, send this individual an e-mail to thank them for handling this matter so professionally.
About the Author
Joli Andre, president of Polished Professionals a San Diego, CA based company specializing in staff training on American Business Etiquette and International Protocol. She is trained and certified by The Protocol School Of Washington, D.C., and a member of The National Speakers Association and the author of “Business Etiquette Mastery: The Power Of Executive Leadership”. For services: http://www.polishedprofessionals.com or 858/759-9560
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