If you have a direct report that puts out strong vibes of dislike for you it can be unsettling. Especially if you have no clue why they might be feeling that way.
Here are some strategies for working through this painful scenario. At best, you will resolve the root cause issue and be on the path to a positive relationship with them. At worst, you may need to accept that they may never like you – or even let them go if their disdain begins to affect the team’s quality of work. Make sure you take the time to analyze these two key questions before you take action.
What is the root cause?
Is this a mountain or a molehill?
If your analysis indicates this is an issue with only one team member who is behaving passively aggressively and is likely related to a single specific concern:
If your analysis indicates this is a more pervasive issue involving multiple team members and is impacting the team:
Sometimes you just have to accept that there is nothing you can do about the way a team member feels about you. As long as they are performing and their behavior is not impacting the team, you may need to let it go. This is not an easy thing to accept if you value relationships, but it is important that you don’t allow it to get the best of you. If you make genuine efforts to build trust, communicate openly and take the high road, you should be able to sleep well at night.
About the Author: Leigh Ann Rodgers, Founder of Better Teams and Forward, is an IAF Certified Professional Facilitator with 20 years of experience in the human development field. Leigh Ann is a skilled meeting facilitator, trainer, and coach working across the globe to help leaders cultivate teams that are happy and high-performing.
Join Forward, our online community!
Forward is a networking and learning membership for facilitators, coaches, and trainers who want to stay on the leading edge. Get a sneak peek here.
You'll get 5 videos with team activities PLUS a new exercise or resource every week!
Great! Now check your email to confirm your subscription.