How have you dealt with Attitude related issues while managing people in your projects? Are there any effective techniques to overcome this problem? A team member with all the required skills, experience but no attitude is of no benefit for the project. On the contrary, a member with great attitude but lacking in skill can still be turned into an asset. If you agree, read on.

Pembahasan – Hendy

How have you dealt with Attitude related issues while managing people in your projects? Are there any effective techniques to overcome this problem?

A team member with all the required skills, experience but no attitude is of no benefit for the project. On the contrary, a member with great attitude but lacking in skill can still be turned into an asset. If you agree, read on..

I guess most of you have come across this challenge where you needed to deal effectively with your team members who lack attitude towards work. They do not contribute, they are pessimistic, they always run away from their responsibilities etc., For the sake of this discussion, if we quantify attitude on a scale of 1-3, I’ll probably put these numbers considering any typical project…

Attitude = 3, Exceeds expectations. You don’t need to say anything to these guys, they are always on their own. Truly an asset for the project’s objective

Attitude = 2, Meets expectations. Need a little push from you and they can meet your expectations. Still an asset.

Attitude = 1, Below your expectations. You may need to counsel them and align them with the project objective, but, finally, they toe the line, although they may need a lot of your time in terms of constant supervision

Attitude = 0 – A liability. This is the class I am interested in to know from you about some successful techniques. No matter what you say or do, they are a constant problem and they harm the project’s objective.

The ideal case for the Project and a marvellous achievement for the Project Manager would be to have the entire Project Team (i.e., 100%) to be at Attitude = 3!!

Appreciate any of your thoughts, specifically regarding successful techniques for the 0 attitude members.

Tanggapan 1 – Rusmin Nuryadin

In my opinion, you should get-rid-off the ‘zero’ attitude persons as fast as you can. Nothing you can do with them.
Unless you’re doing counseling business, there is no value to get them right.
You’ll spend your precious time just to find yourself at the end of the day, end-up no where…

Just an idea, based on my current experience. Others may find it in different ways.

Tanggapan 2 – Alvin Alfiyansyah

Mas Rusmin,

‘get-rid-off’ mungkin adalah cara terakhir yg harus ditempuh, saya kira sekarang sudah banyak populer ilmu2 komunikasi ttg bagaimana mengatur perubahan dan mengatur orang2 yg susah ‘bandel’ termasuk masalah negosiasinya. Memang kita juga harus paham latar belakang dan posisi orang tersebut dalam project kita seperti apa.
Jika memang treatment tidak berhasil maka tentu cara anda yang terpaksa harus ditempuh, namun jangan lupa anda harus antisipasi domino effect yg mungkin belum diprediksi oleh anda terutama jika orang tersebut berada di lingkungan yang soliid.

Tanggapan 3 – Achmad Hidayat

Tergantung orang nya siapa hehe.

Kalau orang nya anak buah kita atau Kontraktor kita, bisa minta ganti.

Kalau orang nya Team Partner kita, kita bisa personal approach atau counseling approach.

Kalau itu atasan kita, kita bisa coba sesuain dan belajar sabar.

Kalau itu project owner, apalagi project direktur, lebih repot lagi..sabar sabar sabar, apalagi kalau doi lagi ribet dan ribut dg masalah keluarga, ampun deh.

Tergantung siapa, apa, dan bagaimana, ndak bisa tembak langsung.

Tapi kalau judul email nya managing people, berarti ini ngarah ke posisi kita memanage orang, arti nya kita punya role management.

Bergantung case, bergantung urgency, sehingga handling nya pun bisa sangat berbeda.
Ini susah di justifikasi, jadi harus mengarah ke suatu case tertentum agar sebanding dan ter reference, pro dan cons nya.

Ada hal hal general yang sama sebagai sebab attitude orang:

– Attitude orang di pengaruhi unsur personal

– Problem di rumah, lingkungan rumah

– Suasana kantor

– Umur

– Kemampuan dia dlm penguasaan job yang di tugaskan ke dia

– Multinational people, arti nya multi culture

Tanggapan 4 – Hendy

Terima kasih banyak untuk Pak Rusmin, Pak Sulis, Pak Alvin dan lainnya (khusunya Pak Budhi yang sudah kasih ijin posting :)), benar -benar sangat bermanfaat komentar dari Bapak2.

Tanggapan 5 – Sketska Naratama

Btw, yang saya hadapi didalam pekerjaan orang OZ dan UK lebih sopan – ramah dalam reporting dan email.

Walau sering juga, actual nya tidak seperti ini. Tetapi tetap baseline nya tampilan mrk sopan dalam hal2 yang terlihat.

Emosi mrk terkendali, lebih2 dalam koordinasi meeting dan komunikasi per phone, email. Saya lihat hal ini jarang terjadi pada orang kita 🙁
Mungkin krn suka meremehkan orang / merasa ia bekerja di high company ya. Dunno why?

Tanggapan 6 – Rusmin Nuryadin

Kembali ke topik…

Yang ditanyakan oleh pak Hendy adalah bgmana kita deal dg org dg 0 attitude.

Yang pak Ahmad katakan adalah memanage org secara umum.

Kalo menurut teory komunikasi, org dibagi menjadi beberapa kelompok:

-10% extra-ordinary : they know what they’re doing

-80% ordinary people: tell them, they will do it

-10% abnormal-people: whatever you tell them, nothing will be done

Banyak pembagian2 yg lain, tapi sy pake pembagian ini utk analogikan. Yg 0 attitude persons adalah 10% terakhir.

Alhamdulillah, org seperti ini jarang ada. Kalo yg attitude = 1, banyaaakkk….:-) Org2 ini adalah yg rata2 bawah dari yg 80%.

Disinilah teory management komunikasi berjalan.

Tapi kalo yg attitide = 0, kecuali anda punya background psikologi yg kuat dan kerjaan kita adalah conseling, maka org2 macam ini hanya akan menguras energi & waktu. Dan kayaknya gak mungkin juga org2 spt ini masih bisa menjadi ‘cukup berharga’ di dunia kerja shg kita harus spent time too much.

Get other guy to do the job and kick him out 🙂 maybe he can get better place out there…

Sorry, bukannya ga pake perasaan, tapi itulah effective management.