Dealing with Employees Who Want to Run the Show

Managing a team can be challenging, especially when dealing with employees who want to take charge and run the show. While it is great to have employees who are driven and take initiative, it can become problematic when it leads to power struggles and conflicts within the team.

It is crucial for managers to recognize that employees who exhibit such behaviour are not necessarily being malicious or trying to cause trouble. They may simply have a strong desire to contribute to the team's success and believe that their way is the best way to achieve that. In some cases, they may even have the potential to become effective leaders if their behaviour is redirected in a more positive and productive way.

This is where coaching comes in. Coaching involves working with individuals to help them improve their performance and unlock their full potential. In the context of dealing with employees who want to run the show, it allows them to develop their leadership skills in a way that is productive for the organisation as a whole.

Coaching sessions can help these employees understand how their behaviour is affecting others and the overall team dynamic. Through feedback and guidance, they can learn how to work collaboratively with others, delegate tasks effectively, contribute to the team's success in a positive way and be happy employees.

The first step in coaching is to establish a rapport with the employee. This involves building trust and creating an open and honest dialogue. Managers should encourage employees to share their ideas and concerns while also being clear about their expectations and goals.

During coaching sessions, managers can use a variety of techniques to help employees develop their leadership skills. One effective technique is to provide constructive feedback. This involves highlighting the employee's strengths while also identifying areas for improvement. Feedback should be specific, objective, and delivered in a non-threatening way.

Another technique is to use role-playing exercises to help employees practise their leadership skills in a safe and supportive environment. This can involve simulating difficult conversations or challenging situations that the employee may encounter in their role. Through practice and feedback, employees can gain confidence and develop their leadership skills.

Using an employee survey template can also be an effective way to identify areas where employees feel they need more support and development in their leadership skills, which can inform the design of role-playing exercises.

Managers should also encourage employees to seek out new learning opportunities. This can involve attending training sessions, reading leadership books, or working with a mentor. By investing in their development, employees can become more effective leaders and contribute more to the team's success.

Dealing with employees who want to run the show can be a challenge, especially if they are strong-willed and overly confident. These types of people are likely to undermine your authority, which can make you look bad as a boss. They may also act out when they feel underappreciated or not rewarded for their work.

To deal with these issues, you need to have a clear understanding of what’s happening and how to approach the situation. This will help you communicate with your employees and set clear expectations for the way they should behave.

Ultimately, the success of a business depends on its employees, so you should try to give them as much support as possible so that they can improve their behaviour. This will not only help you to get along with them, but it can also lead to more efficient work. The best way to handle this is to provide them with training, which can help them improve their communication skills and understand the importance of teamwork and also improve employee relations. If you are able to do this, then you can ensure that they will be effective employees for your organisation.

Identifying employees who want to run the show

Employees who want to run the show may be acting out because they feel their opinions and skills are not being valued or appreciated. Managers who feel their employees are overstepping their authority need to take the time to understand their behaviours and determine why they are happening. They can do this by putting themselves in their employees’ shoes and asking them why they are behaving in such a way. This will help them better understand what is going on behind the scenes and why it is important to avoid this behaviour in the future. Additionally, they can use reframing techniques to make their employees feel like their feedback is important and that they are respected. This will go a long way in helping them feel they can talk to their managers and receive support without being afraid that they are being treated unprofessionally or disrespectfully.  

Use positive influence to energize people - so that they Collaborate with you because they want to, not because they have to.

Jack Canfield – Author of the Chicken Soup for the Soul series

Peter Chee – CEO of ITD World, Managing Director of ITD Vietnam & other subsidiaries”

Employee may be overstepping their authority

An employee who oversteps their authority in your organisation is an issue you need to address. These employees may be hesitant to follow the established process and may even question their boss’ ideas, or they might simply be doing something that’s not in the job description. The best way to identify this behaviour is to ask your employee what’s going on and how it affects their work.

You should then reframe the discussion to make it clear that their behaviours are not in line with your organisation’s rules and policies, and that they need to stop. It’s also important to set clear expectations that are not interpreted as favouring the employee. This may include setting deadlines, tone and other guidelines that are clearly defined. In order to get the employee on board, you should also explain that there will be consequences for their inappropriate actions. This will ensure that they know there’s a limit to what they can do without your approval and will help them understand that the consequences aren’t meant as a personal favour or to make you feel good about yourself.

How to deal with employees who want to run the show

The best way to deal with a meddlesome employee is to acknowledge his or her presence and proactively work to reduce any potential disruption. This might involve a series of one-on-one meetings or informal gatherings with the goal of demonstrating that you care and that you mean business. The latter may be easier said than done, especially if the offending individual has been around for years or has an ax to grind. It also might be a good idea to ask the offending employee to take an active role in a team-building exercise, such as a group scavenger hunt. This can be a great way to get your employee out of their shell, learn some new skills and improve morale. It might even turn your meddlesome colleague into a top performer in no time!

Communication and setting clear expectations

Having clear expectations of what needs to be accomplished and what is expected from each employee in the organisation is critical to establishing a positive, productive work environment. Without these expectations, employees often experience confusion and frustration in their day-to-day work.

Moreover, employees who haven’t been told what their job duties entail may be overwhelmed by the amount of work they have to do or feel that they don’t have enough time to complete the tasks. This can lead to a lack of motivation and poor performance among the team.

To set clear expectations for employees, managers should start by defining objectives and key results (OKRs). These can be time-based or project-based and align with higher-level goals throughout the company.

Next, leaders should communicate these expectations by setting up meetings to discuss them and handing them out in writing. This way, employees can refer back to them as a reference and store them in their long-term memory. Lastly, leaders should meet with their employees regularly to check in on their progress and address any questions or concerns they may have.

Addressing the root causes of the behaviour

While dealing with employees who want to run the show can be a nightmare, there are many steps managers can take to keep their teams on track and happy. This includes identifying the problem, understanding the cause and offering support and guidance to resolve it.

For the best results, address the problem promptly and professionally. This will help you build trust with your team and reduce the possibility of future tense incidents.

One of the most effective ways to deal with the big question mark is to offer a rewards program that includes tangible incentives, such as a discount on a new phone or laptop. This will make it more likely that employees will change their bad habits and improve their performance.

Delegation of tasks and responsibilities

When you delegate tasks and responsibilities, you give others the power and authority to perform these functions on your behalf. While this can feel like a loss of control, when it is done effectively, delegation can lead to improved productivity, increased motivation and employee engagement among your employees, and improved organisational effectiveness.

To delegate responsibility, you must first define the task and duties to be performed by the person who will do the work. You should also make clear what result you want to achieve from their performance.

You should also consider the person’s experience and comfort level. This can help you determine whether the person can handle the task and how much guidance and support they need to complete the job successfully.

Building a culture of trust and collaboration

Collaboration is one of the most powerful ways to achieve success in today’s work environment. It can lead to innovation, creativity and productivity.

However, without the right culture to support it, it’s easy for collaboration to be derailed and fall apart.

Developing a collaborative culture requires leaders to be open and transparent with their teams. They need to share news about successes and setbacks, allowing their team members to feel they are part of the process.

Managers also need to make sure they’re taking feedback and acting on it immediately. They can do this by taking notes, making an action plan and communicating that plan to the team.

Reinforcement of expectations and boundaries

Dealing with employees who want to run the show can be a challenge for any manager. But if you have the right tools and strategies in place, it can help you keep your team on track and move forward.

One of the best ways to handle employees who want to run the show is by reinforcing their expectations and boundaries. These are the guardrails that protect everyone’s energy and drive them forward in a respectful way.

Conclusion

Conclusions are important because they give your readers a way to process what you have written. They should make them think about what they have read or suggest broader implications that could enrich their lives.

If you have a staff member who wants to run the show, your first step is to set clear expectations and boundaries. You need to communicate to them that you mean business and will not allow any toxic behaviour.

Then, you must provide them with the tools they need to change their ways. This can include training and mentoring.

Dealing with employees who want to run the show can be challenging for managers, but there are ways to resolve the issue effectively. By addressing the root causes, delegating tasks and responsibilities, building a culture of trust and collaboration, and reinforcing expectations and boundaries, you can make sure that your team is happy and productive.