Guidance for managers

As a manager, you carry a responsibility for encouraging and developing positive professional behaviour in your team.

The Professional Behaviour document provides a framework for managing and coaching staff.

When you become aware of poor behaviour, you should consider taking some action.  A range of interventions could be appropriate, depending on the nature of the problem, it’s frequency and severity.

Does the behaviour appear to arise from lack of self-awareness or personal skill?  Is the behaviour a response to organisational pressures, such as workload, clashes of interest or competition for resources?

Is the behaviour a defence against insecurity?  Perhaps they are worried about redundancy or poor performance?  Has the behaviour been learned from others?  In some sub-culture being aggressive has been viewed as the way to get on.

Do clashes arise between individuals because of differences in attitudes and values?  In a few instances, poor behaviour may arise from the misuse of power: an enjoyment of the petty exercise of authority or social influence.

The impact of poor behaviour can spread.  It affects the atmosphere and directs energy from work.  If unchecked the effects are higher sickness absence and staff turnover.

The Staff Counselling Service can offer confidential consultations to managers, an opportunity to reflect, explore and decide how to improve relationships and team functioning.  As a manager, you can challenge behaviour that falls short of professional standards whilst maintaining a supportive attitude to the person.

“Taking the stress out of managing teams” is also available as a one-day course in partnership with Staff Development.