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As a manager, you know that you can\u2019t always be best friends with your team. The nature of the manager\u2013report relationship demands a certain decorum, a level of professional distance that makes true friendship almost impossible. Even so, it\u2019s possible (not to mention preferable) to get along with the people on your team. You have to work with these people, and it\u2019s easier on everyone if you all like each other, or at the very least all respect each other.<\/p>\n\n\n\n
Sometimes, though, it might seem like your team has turned on you. You might know the feeling. Employees are not openly rude, but you can feel the tension. There are significant glances shared when you speak to the group. It might just be a little dose of paranoia, but maybe it isn\u2019t, and your employees are starting to plot against you. Even if the mutineers are just a clique or subset of employees, it can still be difficult to effectively manage the whole team under these conditions.<\/p>\n\n\n\n
Why would a team turn on its manager? There are many possible causes, and you might not even have done anything wrong<\/em>, just something unpopular<\/em>. You replaced the candy in the vending machines with apples; or you laid off the best-liked (albeit least productive) staff member; or you suddenly shifted everyone\u2019s schedules around; or you got rid of the sofa in the break room. Now everyone\u2019s muttering under their breath, and you\u2019re worried that work might start to suffer.<\/p>\n\n\n\n What can you do, though? If your team\u2019s behaviour hasn\u2019t crossed the line or infringed any policies, then progressive discipline isn\u2019t really an option, and it can be difficult to find a different strategy for confronting the soured relationship. This is especially challenging when their rebelliousness relates to workplace decisions out of your control.<\/p>\n\n\n\n