You're struggling to work with a difficult team member. How can you build trust and respect?

To build trust and respect with a difficult team member, initiate open and honest communication, actively listen to their concerns, demonstrate empathy and understanding, set clear expectations and boundaries, focus on finding common ground and shared goals, provide constructive feedback and support their professional growth, and lead by example through consistent and respectful behavior.

Inventory Management is one field where numbers speak the truth, more often than not. As a result, there is very little argument on the end result. However, different methods can be undertaken to arrive at the same goal. If our goal is to reduce Stock on Hand (SoH) levels - we can reach there by "Making / Buying less", "By selling more", "By liquidating non moving inventory", "By deeper promotions" and so on. What route we take to get at a lower inventory level is what causes the friction, in my opinion. And each route comes with its own set of pros and cons. All that is required is for individuals to accept that the end goal is paramount as compared to the path taken and then work towards identifying the right route.

Data is the only way to identify the problems and it's commonly known that staff behaviour doesn't reflect the actual issue if you don't have Facts.

The problem with the difficult team member comes from their behavior, lack of teamwork, communication issues, not taking feedback well, and not being responsible. To fix this, talk openly with them, set clear goals, and give helpful feedback. Encourage teamwork and offer help for their growth. Show good behavior yourself, deal with problems quickly, and celebrate when things go well. This will help build trust and respect in the team.

Tive oportunidade de trabalhar com pessoas de perfis diferenciados em uma mesma equipe, sempre surgindo a oportunidade de conversas individuais e mostrando o que poderia melhorar, onde estavam errando e o que eu poderia acrescentar/mudar como líder direto deles. Alguns desses perfis tiveram resultados positivos, outros infelizmente n?o conseguimos levar muito tempo conosco, porém o diálogo individual, mostrando as oportunidades dentro da empresa, além do crescimento foi ótimo ao ponto de conseguirmos promo??es, pelo menos um caso trabalhando como parceiro na lideran?a dessa mesma equipe, por pelo menos 4 anos. Incentivei o crescimento, até mesmo para estar ao meu lado, ir além e até mesmo substituir a minha pessoa no momento oportuno.

Building trust with a difficult team member can take time and patience. Start by actively listening to their concerns and showing empathy. Communicate openly and transparently, set clear expectations, and follow through on your commitments. Acknowledge their contributions and strengths, and seek opportunities to collaborate and find common ground. It may also be helpful to address any underlying issues or conflicts directly and constructively.