Using your authority to overrule an employee who legitimately disagrees is the worst way to solve the problem. His or her decision may not even be wrong, it just doesn’t fit what you want for your business. Explaining why you chose another course of action may take some time, and may even require that you go deeper into sharing your thinking with that employee than you had planned, but it’s a lot better than mere reluctant obedience.
“We’ll Just Agree to Disagree”
Posted by cbrendlinger under ManagementFrom http://www.awakeat2oclock.com 3825 days ago
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“Rachel: Great to hear! Thanks for your kind words! :)
All the Best,
Martin...”
“Thank you, Martin. That's a fantastic motto... and I couldn't agree more!...”
“Lisa: Good to hear! Thanks for your response....”
“For sure, I know I did years ago when I was working for others....”
“Lisa: I wonder if they potential employee is doing a background check on...”
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