Your manager calls and tells you that an urgent meeting has just been scheduled and that he needs your team to prepare a report for him by tomorrow morning. The person who is the expert on the subject is Victoria. However, this is a report that would usually take a week to compile, and Victoria doesn’t respond well to pressure. She is already overloaded and has asked you to not assign her additional tasks for a while.
What would be the worst way to approach this situation?
Send Victoria an email with the details of the assignment. Tell her that there is an urgent task for today and that she should read the email as soon as possible.
Talk to Victoria. Say that you know this is a difficult request but that you really need her help on this important task.
Tell Victoria that if she agrees to compile this report on time, you will bring someone to assist her with her other assignments for the whole month as compensation.
Tell Victoria that unexpected tasks and working under pressure are part of the job.
Correct answer is D
This is a question about knowing and working with your employees’ individual needs. Different people have different preferences and needs in their work conditions. To make the best use of your employees’ skills (resource management), and to allow them to develop, you should learn your employees’ strengths, weaknesses, and needs, and provide them the conditions they need to fulfil their potential (encouraging employees’ development).
Response A lacks social intelligence. You know that she will most likely be unhappy with your request, yet you don’t show any concern for her feelings or appreciation for her effort. This is not a good response.
Response B approaches the problem directly and demonstrates social intelligence as you have an open conversation with your employee, showing appreciation for her feelings and efforts. This response shows persuasion, motivation, and negotiation skills as it is likely to influence her to cooperate. This is an effective response.
Response C demonstrates persuasion, motivation, and negotiation skills as you offer to give Victoria something in return for her efforts. Offering to bring in assistance to help Victoria suggests that you understand the pressure she is under and respect the conditions she needs to be effective in her work.
Response D lacks respect for employees as you show no consideration of your employee’s feelings and individual needs. This response is cold and hurtful, and it is more likely to create antagonism than cooperation.
Comparing responses A and D, the latter seems more aggressive in its nature. While response A seems cold and might offend your employee, response D is harsh and very likely to be offensive. Therefore, this is the worst response to the situation.
