Many of us spend a majority of our time at the workplace and are in constant touch with our colleagues, bosses and others. In a demanding and competitive work environment, tempers can rise and small issues can get blown out of proportion. When ego problems crop up at our place of work, we cannot focus on the task at hand, and this could disrupt the entire functioning of an organization.
Further on, ego tussles develop when employees are of the mindset that "I" and not "WE" contribute more towards the organisation. "Organizations with leaders or managers or even individuals who have ego issues experience low employee morale, limited creativity, and high employee turnover. All these affect employee productivity," says Ramaswamy Kavalapara head of HR, Xchanging India.
"Egoistic leaders often engage in employee favouritism, thus leading to internal strife and low morale,” opines Cecy Kuruvilla, global director - leadership development/diversity at Sodexo Remote Sites & Asia - Australia (AMECAA).
Leaders, as catalysts, should bring the affected parties together and be an enabler to break the deadlock, and provide a forum for open discussion of 'intent' versus 'impact' of ego issues. While individual leadership styles may be different, leaders who provide a clear vision, set high standards and are role models can energize everyone.
"Leaders/managers must invest more time in coaching. They must also indulge in teambuilding activities such as experiential learning workshops. They should also strive to shape a transparent and performance-driven culture within the organisation," notes Ashish Arora, founder and managing director, HR Anexi.
The first thing to remember is that the success of any project involves team work. In many cases, one sees projects getting delayed because of ego hassles among team members. This can be very detrimental to an organization. A leader should try to identify the strength of the person and then help him/her solve their ego problem. For instance, if the person's strength lies in a particular area, the leader should praise him/her for that and also ask to share tips with other employees in the team. This, in turn, will boost the self-confidence of that person.
"“It is imperative for a manager to foster open communication, resolve or manage conflicts and disagreements and ensure equitable and fair treatment among employees. Having systems in place to accomplish work and employee relations is important; often, it is an ombudsman's role to manage behavioral issues at the workplace. A manager's ability to stay centered in the midst of chaos can also enhance the employee-manager relationship," adds Kuruvilla.
It's tough going to work everyday when you know you have to deal with your boss’ or colleague's 'fat'’ ego. But, if handled tactfully, it's not a big deal at all. "The leader should listen to the 'ego-bruised' colleagues patiently, thereby finding a common ground for resolution. Assuage the feelings but do not stretch it," says Somnath Pal, CEO, Citrus Check Inns.
Courtesy: Sheetal Srivastava reports in Times.
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