One employee is hindering another's career growth. How can you overcome this obstacle?

Falsch! Dieser Ansatz ist typisch im Coaching und bezeichnend für die Kultur der meisten Auftraggeber. 'Coache die Probleme der Mitarbeiter weg!' Wie oft ist das die typische Ausgangslage. Wir fokussieren auf das Problem. Ich widerspreche diesem Ansatz grunds?tzlich, da er demotivierend ist und negative Emotionen und Konflikte verst?rkt. Und es ist ineffizient. Fokussieren Sie auf die L?sung und erarbeiten Sie zusammen mit den Mitarbeitern ein vorstellbares Szenario, das so ideal wie m?glich ist! Wer ein vorstellbares Ziel hat, das er erreichen will und mit dem alle involvierten Personen einverstanden sind, ist proaktiv ver?nderungsbereit. Dann kann man auch die Probleme identifizieren, die dies bisher verhindert haben.

To address one employee hindering another's career growth, first, identify and understand the nature of the obstruction. Have a private, constructive conversation with the employee causing the issue to discuss their behavior and its impact. Ensure they understand the importance of collaboration and supporting colleagues' development. Simultaneously, provide the affected employee with guidance, mentorship, and opportunities to showcase their skills. Foster a positive work environment by promoting open communication, setting clear expectations for behavior, and recognizing and rewarding supportive teamwork. Addressing both sides helps mitigate conflict and encourages a more collaborative atmosphere.

First of all, we need to privately chat with employee who is accused of hindering progress. Then identify whether the said employee deliberately doing it. If it is not aware, it will be point of highlighting the issue. If it is deliberately doing it then reason behind it needed to discussed and appropriate corrective actions needed to be taken.

According to a 2023 study by the Society for Human Resource Management (SHRM), 75% of employees reported experiencing workplace conflict that hindered their growth. Addressing these issues early by identifying their root cause is essential to fostering a healthy and productive work environment. In one of my coaching experiences, I worked with a department head who noticed a high-potential employee being overshadowed by a more dominant team member. Through a series of observations and one-on-one discussions, we identified that the senior employee felt threatened by the junior's innovative ideas. Recognizing this allowed us to address the insecurity directly, paving the way for both employees to thrive.

A key way to "Identify Issues," including career growth, is to have regular 1-on-1s with my team (every 2 weeks). Here is how I like to structure my 1-on-1s. 1) Shared Agenda: both sides should share together to decide what to discuss. It is a shared agenda where everyone is required to contribute and agree to the agenda. 2) Check-In: The manager should check-in with their direct reports about how the employee is feeling about: work overall, wellbeing, growth, work relationships, and impact & productivity. 3) Wins: What went well or was highlighted since our last 1-on-1? 4) Roadblocks: What challenges or roadblocks are you facing right now? How can I help you? 5) Notes: Capture any meeting points or agreed-upon actions.

Start by having a private, respectful conversation with both employees individually to understand their perspectives and concerns. Discuss the specific behaviors that are causing issues and how they impact the affected employee’s growth. Facilitate a joint meeting where both parties can express their views and work towards a mutual understanding. Set clear expectations for professional conduct and the importance of supporting each other's development. Encourage open communication and feedback to prevent future conflicts.

Initiate a private and constructive conversation with both employees. Create a safe space where concerns can be openly discussed without fear of retaliation. Encourage honesty and transparency, asking each employee to express their perspectives. Facilitate understanding by helping them see the situation from the other’s point of view. This dialogue should aim to clear up misunderstandings and lay the groundwork for improved communication and collaboration moving forward.

Conflicts like this can be opportunities for growth on all sides. Usually it's not about WHAT is going on, but how each person is SEEing the other person. HOW they are showing up. The whole point of the dialogue is to bring them together in a way that they can see the other person in a way that they value them, instead of just focusing on their individual needs. If they can't do that, there may be other issues at play.

Once you have identified the issues, facilitate an open dialogue between the two employees. This conversation should be conducted in a neutral, non-confrontational manner. Create a safe space where both parties can express their feelings and perspectives without fear of retribution. The goal is to foster mutual understanding and to identify the root causes of the conflict. Encourage active listening and empathy, ensuring that each employee understands how their behavior affects the other’s career growth. This dialogue is an essential step in resolving the conflict and setting the stage for positive change.

Research published by Harvard Business Review in 2022 found that companies with open communication channels are 47% more likely to resolve interpersonal conflicts successfully. Encouraging open dialogue is a powerful tool to overcome obstacles and enhance team collaboration. Personal experience -I recall coaching a CEO who faced a situation where two key team members were at odds, affecting the team's overall performance. By guiding the CEO to initiate a candid conversation with both employees, we were able to uncover hidden frustrations and misaligned expectations. This open dialogue led to a renewed understanding and cooperation, ultimately benefiting the entire organization.

Begin by having a private conversation with the employee whose behavior is obstructing their colleague’s progress, clearly outlining the specific actions that are causing harm. Explain the importance of professional boundaries and how their actions should align with the company’s values and culture. Establish clear expectations for behavior moving forward, emphasizing respect for others' career development. Consider setting up guidelines or protocols to ensure that everyone has equal opportunities for growth without interference. Communicate these boundaries to both parties involved, ensuring they understand the consequences of overstepping them.

A 2023 Gallup report indicates that employees who have clearly defined roles are 29% more engaged and 31% more productive. Setting boundaries not only helps in resolving conflicts but also enhances overall team performance and career growth potential. In a past coaching engagement, I assisted a manager in setting boundaries after noticing that one team member was monopolizing project opportunities, leaving others without room to grow. By clearly outlining the responsibilities and expectations for each team member, the manager was able to create an environment where everyone had an equal chance to excel.

Establish clear boundaries and expectations for both employees. Clarify roles and responsibilities to ensure that each individual has the space to grow and contribute without interference. Reinforce the importance of respect and professionalism in the workplace. Setting these boundaries helps prevent further hindrance and ensures that both employees understand their limits, creating a healthier environment where everyone can thrive.

Think of a garden where each plant has its designated space and access to sunlight. The gardener (manager) ensures that no plant (employee) grows beyond its boundary to the detriment of others. By setting clear boundaries, each plant can thrive without encroaching on the others. To address the issue of taking credit for junior's work, the manager could set clear project roles and responsibilities. For instance, assigning the junior developer as the lead on a smaller, but important, project with clear expectations that the senior developer acts as a mentor, not a competitor.

After the issues have been discussed, it’s important to establish clear boundaries and expectations. Define what behaviors are acceptable and what are not, ensuring that both employees understand the limits of their roles in relation to each other. For example, if one employee is overstepping by taking credit for another’s work, set boundaries around ownership and recognition of contributions. Establishing these boundaries helps to protect the career development of the affected employee while also clarifying the professional relationship between the two. Boundaries create a framework for fair interactions and prevent further hindrance to career growth.

Start by offering guidance and encouragement to the affected employee, helping them regain confidence. Provide resources, such as mentorship or additional training, to enhance their skills and opportunities for advancement. Ensure they feel valued and supported within the team, emphasizing their potential for growth. Address the situation with the obstructing employee, setting expectations for behavior. Foster a collaborative environment where everyone’s development is respected.

it’s crucial to address the dynamics between the two employees in a way that fosters a positive work environment and encourages both individuals to grow. Provide targeted resources such as training, workshops, or mentorship opportunities that align with their career goals. This might include leadership development, communication skills, or strategic thinking. Reassure the employee that their growth is a priority, and help them set clear, achievable goals. Encourage them to take ownership of their career path and to seek opportunities for development both within and outside their current role.

Offer ongoing support to both employees to help them overcome the challenges they face. This could include mentorship, additional training, or access to resources that can aid their development. Encourage the hindering employee to focus on their growth and leadership skills, while ensuring the affected employee has the tools and opportunities needed to advance. Support should be tailored to address the specific issues identified earlier, fostering a collaborative and growth-oriented atmosphere.

Regularly check in with the affected employee to track their development and ensure they're moving forward. Observe interactions between the employees to ensure that the obstructive behavior has ceased. Gather feedback from the affected employee on whether they feel the situation is improving and if additional support is needed. Document any changes in behavior or progress to keep a clear record of the situation.

é importante ententer quais aspectos est?o envolvidos nesta situa??o, pois existem várias situa??es onde um funcionário pode ser afetado em seu progresso devido a quest?es de relacionamento profissional. é essencial verificar o perfil comportamental dos envolvidos neste cenário, para entender se pode ser uma situa??o natural ou proposital. Conversar com o líder imediato (caso ele n?o seja o ofensor) é recomendado para obter o direcionamento adequado para essa situa??o. Muitas empresas tem programas de incentivo e apoio ao funcionário, buscar ajuda no RH pode ser uma alternativa assertiva. Recomendo dinamicas de auto-conhecimento, pois ajudam muito na percep??o da realidade.

Regularly check in with both employees to monitor their progress and the effectiveness of the measures implemented. This ongoing monitoring allows you to identify any lingering issues or new challenges that arise, ensuring that the situation continues to improve. Tracking progress also provides an opportunity to reinforce positive behaviors and recognize improvements, further motivating the employees to maintain a supportive and constructive relationship.

If the issue persists, reassess the approach you've taken and consider alternative solutions. You might need to escalate the situation to higher management or HR for further action. Explore options such as reassigning roles, providing mediation, or offering additional training to address the underlying issues. Remain flexible and open to changing tactics to find what works best for both employees. Continue to communicate transparently with all parties involved, ensuring that adjustments are understood and accepted.

If the initial measures don't fully resolve the issue, be prepared to adjust your strategy. This could involve reassigning tasks, revisiting expectations, or even considering a change in team dynamics. Flexibility is key to finding a solution that works for both employees. By staying responsive to the evolving situation, you can ensure that both individuals have the opportunity to grow and succeed without being hindered by the actions of others.