Your service team members have conflicting work styles. How can you effectively manage these differences?

1. Assess and Understand Work Styles Conduct Assessments ? Use tools such as the Myers-Briggs Type Indicator (MBTI), DiSC, or other personality assessments to understand each team member's work style. ? Hold one-on-one meetings to discuss individual preferences, strengths, and areas of improvement.

In my experience training and developing field service technicians, and customer maintenance technicians, you have to know enough to identify relevant experiences your trainee has had to connect and be understood in your training. Seeing their troubleshooting style is imperative: 1) do they change out parts based on a hunch, and test the performance result of their action? 2) do they methodically test to form a hypothesis and then try to prove it with data? 3) are they procedure followers who don't actually do any thinking? I find that their collaboration style closely models the troubleshooting style. Introverts who enjoy solo work are inquisitive and methodical. Extroverts who collaborate dive head first and shotgun parts into machines.

Team members need to understand the mission and vision of the company. It's easier to align and deliver when you know the " WHY" behind the action. Certain situations can call for flexibility but there will always be some non-negotiables like compliance and quality.

Besides encouraging to understand the "why" behind each task or objective, you also need to clearly outline each team member's role, this will help you minimize overlap and conflict.

Set Clear Expectations Define Roles and Responsibilities ? Clearly outline each team member’s roles and responsibilities to avoid misunderstandings and overlaps. ? Establish common goals and objectives that the team can work towards collectively.

Developing a standard of excellence is imperative. If you cannot define success, then you will get many versions of it given to you. Assuming positive intent from my team members, most of them WANT to solve problems and visit interesting facilities. They WANT to do a good job. They WANT to go up and beyond and save the day. So you have to foster and grow that desire. Empower them to wow a customer and make their capabilities higher and better with your help more than they could do by themselves. Training and setting a standard of achievement, a standard of execution, and a standard of results is both a need for performance, but also checks the stringent OSHA and NFPA instructions for qualified workers. You HAVE to set a standard or SOP.

Communication and feedback is imperative. Without it you cannot manage a team. Your field service team members travel and push through in isolation day after day. They need to feel connected to the rest of their team mates and to the mothership (admin hub). Allowing team members to feel like they are on an island and have not spoken to fellow team mates creates division. Additionally, daily meetings as a team, or on one type of set schedule (such as Tuesday Wednesday Thursday) will create the ritual and opportunity for collaboration. Building a strong sense of Teamwork and community helps the team homogenize. They help one another out. They challenge each other to rise and be better (because let's face it, friendly competition is good).

Encourage Dialogue ? Create a safe environment where team members feel comfortable expressing their concerns and preferences. ? Hold regular team meetings to discuss work styles and how they impact collaboration and productivity.

This is an important topic - many successful technicians operate nothing alike when comparing methods of execution or approach to a problem solving event. Allowing professionals to continue to use their finely honed skills from years of perfecting their craft is essential. So, systems need to be simple to use, and processes need to be adaptable to fit a wide array of work styles. Example: Making a service report a free write page can bring forth some exemplary reports and root cause analysis documents. But other team members may struggle stringing paragraphs together with forensic level photos. Having an optional report template checklist with room for data inputs helps enable that second tech type to be just as successful as the first.

Emotional and Psychological Support Offer access to counseling services, stress management resources, and mental health support. Regular Check-ins: Hold regular one-on-one meetings to listen to concerns, offer guidance, and provide feedback. Technical and Logistical Support Adequate Resources: Ensure that team members have the necessary tools and resources to perform their tasks efficiently, such as software, hardware, and training materials. Training and Development: Provide ongoing training sessions to help team members improve their skills and adapt to new technologies or processes. Mentoring and Coaching: Pair team members with mentors or coaches who can offer guidance and support Encouraging Work-Life Balance

Being your team member's life line is no small task. Being a leader in your service organization is a full time support role. Sickness can compromise performance - have you allowed redundancy in available resources to be able to replace a guy if he's ill or hurt? Personal lives aren't always smooth sailing - do you have flexibility in schedule to allow team members to go take care of business without compromising your calls? You run a service team, and it's success falls on your structure and how you ensure success per job. The field techs are a vital front facing part of that equation, but even the best techs disappoint customers when they have poorly managed systems that fail them in the customer's eyes. And the customer gaze matters.

Acredito que é simples (n?o que seja fácil) mas conhecendo sua equipe, n?o permita que suas preferências direcionem o desenvolvimento das rela??es, n?o tente mudar as pessoas, abra o espa?o para o diálogo e n?o fuja do confronto, mas garanta que ele seja assertivo e produtivo e n?o uma disputa de quem ganha pelo melhor argumento.

Implement Flexible Work Strategies Accommodate Different Styles ? Allow flexible work arrangements where possible, such as remote work or flexible hours. ? Create a balanced schedule that accommodates both early birds and night owls.

If conflicts arise, take action: - Encourage active listening during disagreements to understand different viewpoints. - Act as a mediator facilitating a constructive dialogue. - Provide or take a training to equip team members with conflict resolution skills.