Ask yourself these questions to find out if your “nice” quotient is too high:
- Do you discipline employees and then try to soften the reprimand when they start complaining or get upset? The best course is to discipline firmly and fairly and then move on. If action is warranted and the individual is now aware of the consequences of his or her behavior, you’ve done your job. But if you reduce the reprimand or consequences, the employee probably won’t change. Instead, he or she will learn that you can be manipulated.
- Do you hesitate to confront a performance problem because you know the employee is sensitive? It is wrong to succumb to emotional blackmail. Remember, you are running the medical practice and each employee must do his or her share of the work.
- Do you give your employees undeserved high ratings during performance appraisals because they’re nice people, they need money, or they’ve been with you a long time?
- Do you bend the rules or look the other way for employees you like?
- Do you want your employees to get along like one big happy family? But then, when conflicts occur, do you avoid responsibility and tell them to work it out themselves when you know you should intervene?
- Do you find it painfully difficult to say no? Or worse, do you hedge by saying maybe or yes when you shouldn’t?
- Do you bring your personal problems or intimate details of your personal life to the office? Sharing personal matters (money, family, love life) is okay to a degree for others in the office. However, doing so can diminish your authority and create role conflicts for you and your staff.
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