I have an employee who speaks up regularly and voices their opinion and proposes changes to the organization, but if those suggestions aren’t implemented, they get angry. What can I do?

How do I get my team to accept change? The changes I am trying to implement ensure we stay compliant. We went over these changes to processes well in advance, yet several of my team members are now resistant, passive-aggressive, and have ignored the changes. One person is especially difficult. She expressed her dislike for me and my personality in a one-on-one meeting. When I asked her if she can at least be professional, she shrugged her shoulders.

I’m a new manager of a team that previously had a leader that yelled, used demeaning methods of motivation and control, and often humiliated individuals. The leader was removed for these behaviors and the role was given to me. I can see signs that the team is broken. They work in silos, performance is poor, and there’s a general lack of effort. I’m struggling to unify the team and “right the ship.” I feel like clarifying expectations would help get everyone back on track, but I worry that doing so will further divide the team, as it could be seen as me pushing my agenda. Any advice?

Our company is launching a new program and my staff members are very negative about the change. How can I get them to adopt the change and cooperate?

We’ve hired young people who seem extremely reluctant to talk with customers/partners on the phone or in person. They will text and email, but mostly avoid all verbal or in-person conversation. How can I encourage these young workers to accept and make phone calls, and to visit our business clients in person?

Dear Joseph, I am in a bit of a conundrum at work. We were recently asked to return to offices despite the escalating pandemic. Much of what we’re coming in for could easily be done from home. This week a companywide email was sent out requesting that we keep our office doors open to improve …

It took a global pandemic to help me see something that’s been going on for years: the slow and steady memo-fication of responsibility. This pattern really became evident as I was introduced to a local company’s “back to work” plan. Their leadership team understands that times have changed and that they need to embrace new …