Hiring a new employee with the longest experience or the best qualifications may seem like the ideal choice for a business, but what is often left unconsidered is their personality.

An employee’s personality matters. How they will interact with your clients and how well they will work with your current team is going to affect their performance in your business.

Always remember that you can build your employees’ knowledge and skill base on the job, but you cannot alter their personality. Picking a candidate who has the longest experience but no enthusiasm for the role may not be the wisest choice. Be open to motivated and passionate candidates who are willing to learn as these employees can usually be moulded into the best team players.

Consider these qualities whenever you are hiring a new employee:

Positivity and confidence is key 

Adding enthusiastic employees to your team can change the overall energy in the workplace, creating a more enjoyable environment for all. Energetic employees will always put more focus and effort into each task they complete.

Confidence goes hand in hand with a positive outlook. A confident employee will be comfortable in their role and more willing to take on challenges. They have the self-assurance to convince your clients that they are the best candidate to take on their work.

Action focused 

Do not be wary of employees who are inexperienced but looking to take action or form innovative ideas in their role. Though not every decision they make is likely to be successful, they have more potential to grow your business than an employee who stays inside the box.

Dots the ‘i’s, crosses the ‘t’s 

Employees who pay attention to the finer details are more likely to avoid making silly errors that might seriously jeopardise your business.

Authenticity 

A long history of experience is useful, but to maintain and protect your business’ reputation, always look to employ candidates who are honest and genuine.

Career motivated 

Those employees dedicated to growing their careers are always looking for ways they can perform their role more efficiently to move up the ladder.

Working with unreasonable people is inevitable for most individuals at some point in their careers. Whether it is an unhappy customer, difficult colleague or uncompromising community member – chances are you will encounter at least one of these situations.

Unfortunately, there is no crash course in dealing with difficult people, but by applying some basic principles of communication, you can manoeuvre through these situations with ease.

Here are three ways to improve your communication with difficult people:

Harness the power of listening 

When dealing with a difficult person, it can be easy to fall into the trap of not listening to them and instead concentrating on what is bothering you. Switch your focus to understanding the other person’s viewpoint. Try to understand the underlying motivation behind the person’s behaviour, ie., they may feel unheard or unappreciated.

Make your intentions known 

Communication is a two-way street – you need to be able to listen effectively and express your interests in a clear manner. Think about your communication style. Analyse your strengths and focus on improving your weaknesses. Do you use healthy body language to boost your verbal message? Are you quick to interrupt when someone else is talking? Do you get to the point or use vague language? When the other person doesn’t understand your message, you need to improve communication through feedback, ie., verbal and non-verbal cues.

Don’t make it personal 

When you are emotionally activated, it can be difficult to stay neutral. Be aware of your self-talk and if it is fuelling negative thoughts of the other person. Look at your situation from an outsider’s view and remain objective. If you are providing feedback, make sure it is constructive and not a personal attack. If you are struggling to take a neutral position, get some perspective from external parties that have dealt with similar situations. They may assist in helping you to see your own situation in a different light.

Self-awareness is an important tool to master in both your personal and professional life. It is especially important for business owners and managers, as they are responsible for the success of their business and managing key business relationships, i.e., staff.

Business owners and managers often develop a management style over time. Depending on the type of style, this can either help or hinder their business.

If you are looking to improve your management skills, understanding your style is important. You do not have to adopt one single management style; you can use different styles for different situations to achieve the best results.

Consider the most common management styles:

Bureaucratic 

Bureaucratic managers direct their team by making sure everyone follows the rules and procedures. This style is common in workplaces with hierarchies where the manager has the final say in every decision. These workplaces usually feature roles with strict responsibilities and decision making capabilities. It is helpful for environments where safety is of utmost importance, ie., engineering or health-related jobs. A bureaucratic style is not suitable in workplaces that require creativity and agility to succeed, ie., creative industries.

Democratic 

The democratic style speaks for itself. Management collaborates with the team before making decisions. Employee consensus and cooperation is important in making this style work. Due to the amount of consultation involved, the democratic style can impact efficiency. It can take a while for decisions and solutions to arise as the input of all employees is necessary. However, it is beneficial in promoting a culture of effective communication through discussion and debate. It can also facilitate trust between management and staff, as employees can feel appreciated by sharing their opinions and contributing to solutions.

Autocratic 

This style instils a fear of consequence as a driving force. There is no leeway for employee feedback and employees are instructed on what to do without any control over decision making. The manager takes on a dictatorial role and motivates staff through threats and discipline. It can be beneficial to use this style during periods of crisis or stress, however, in most circumstances, it stifles creativity and innovation. It can also result in low employee morale and limits any room for employee development.

Laissez-faire

Laissez-faire management, sometimes known as delegative management, is all about giving employees the freedom to do the job themselves. Generally, the manager delegates decisions and allow staff to choose their direction over the work. Unnecessary formalities and hierarchy often diminish creativity in the workplace, so this style is excellent for creative industries. It can also be useful in industries that have teams of experts, as the manager can trust that their staff have the appropriate knowledge and experience to perform tasks without too much oversight. The downside is that employees need to be committed and responsible for their work at all times as there is very little guidance from their managers. It may not be ideal for workplaces with employees who are not willing to be held accountable for their work. This style can also cause role ambiguity where employees are unsure of their manager’s expectations for the role or project.