How to Respond When Your Team Is Frustrated
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Tip
Sometimes, when you’re a manager, your team gets upset with you. They may be unhappy with a decision you’ve made or a new policy or an increase in workload. Of course, you aren’t in charge of keeping everyone happy all of the time, but you do want to respond to negative emotions so they don’t erode trust or hold your team back. Here are some strategies for managing anger and resentment when they creep up.
Balance your emotions before reacting to your team’s. Don’t take the anger or resentment personally. See these expressions as data, not a threat, and resist the urge to get defensive or to dismiss your team’s feedback.Be curious. Ask for more information. Offer your team members a safe space to vent to you without shame or worry of retribution, and focus on what you can learn from their feedback.Enlist their help. Invite them to partner with you to explore solutions that address their concerns and benefit everyone. That way you can channel their frustration into a positive and productive outcome.Build deeper trust by owning your part. Even if you weren’t the direct cause of your team’s frustration, own up to any blind spots you may have and commit to continuing to learn and grow.
Translations
🇨🇳 当你的团队受挫时，如何应对？
有时候，当你是一个经理，你的团队会对你感到不安。 他们可能对你所做的决定、新政策或工作量的增加感到不满。 当然，你并不负责让每个人都快乐，但是你确实想要对负面情绪做出反应，这样他们就不会侵蚀信任或阻碍你的团队。 当愤怒和怨恨蔓延时，这里有一些管理策略。
在对团队的情绪做出反应之前，先平衡你的情绪。 不要把愤怒或怨恨当做个人的事情。 把这些表达看成是数据，而不是威胁，不要急于防卫或忽视团队的反馈。
保持好奇。 询问更多信息。 为你的团队成员提供一个安全的空间，让他们向你发泄，而不会感到羞耻或担心会受到惩罚，并专注于你能从他们的反馈中学到什么。
争取他们的帮助。 邀请他们与你合作，探索解决问题的方法，让每个人都受益。 这样一来，你就可以把他们的沮丧情绪转化为积极而富有成效的结果。
通过拥有自己的角色建立更深层次的信任。 即使你不是你的团队受挫的直接原因，也要坦然面对你可能有的盲点，并承诺继续学习和成长。
