We’ve all worked for a supervisor we’re not crazy about.  From fast food restaurants to high-powered offices, these iffy bosses seem to be everywhere.  Maybe a micromanager who was always in your business.  Maybe an “ooh, a squirrel!” personality who could barely be counted on to remember you worked there.  Maybe even someone who was irritatingly sunshiny.  The workplace is a melting pot of personalities, and whether personal or professional, conflict naturally arises.  This can be especially difficult when you report to someone you just don’t like.  We’ve all been in that frustrating place.

So now that you’re a supervisor, nice though we know you are, it’s time to realize you probably have one or two employees who don’t like you, either.  You may know this for a fact or you may just have a hunch.  Either way, it’s not easy to manage someone who isn’t gelling with you—but as the supervisor, it’s your job to work through the differences in your personalities and work habits for the better of the business.  It can be a difficult and daunting process.

So where to begin?

You can start by scheduling a sit-down with the ornery employee.  Try playing the nice guy.  Ask what you can do to improve your working relationship.  Sometimes this invitation is all an employee will need to tell you what happened and how it can be fixed.  If the employee is resistant, be honest and say you’ve noticed some tension and would like to fix it so you can all move forward for the good of the company.  Of course, this step depends on the employee’s willingness to open up and cooperate with you.

A simple sit-down can be a powerful tool to heal a working relationship.  But what if that relationship has become damaged to the point of disrespectfulness?

An outwardly disrespectful employee doesn’t just dislike you—everyone knows he dislikes you.  This unprofessional behavior needs to be handled differently from the behavior of a quietly irritated employee.  You’ll need to have a sit-down with the disrespectful employee, too, but you’ll take a different approach.  Start by documenting the disrespect on paper—you might need to reference it when you talk.  When you have that conversation, tell the employee that some of his behaviors concern you and why.  He may be naturally brash and may not realize how his actions could be interpreted as disrespectful, so steer clear of accusations.  Work with the employee to develop a plan to change his behavior.  Then, as above, talk about ways you can work on the root of the problem and improve your working relationship.

On that note, what you perceive as dislike or disrespect may not be intentional; it may be the response of a troubled employee who has brought personal issues to work.  If your company has an Employee Assistance Program (EAP), try sending a companywide reminder about the plan.  That way, employees can privately seek help for personal matters, which may result in an improved attitude at work.

As part of the greater picture, take a look at your communication skills.  Too often, poor communication results in tension, which can translate into personal dislike.  Remember that people like to be included and “be in the know.”  Employees should never feel like you are undermining them behind their backs.  Be sure to communicate clearly and often, and make sure the other party understands your message and intent.

At the end of the day, you may have to accept that not all employees will—or are required to—like you, although they should be respectful of your position as their supervisor.  Professionalism is the name of the game.  If being “liked” is important to you, try shifting your focus to the work and away from your workplace relationships.  It may be that all you can do is keep on managing and making sure the job is getting done.  Remind your employees, and yourself, about the reason you show up for work every day: to work as a team to deliver the best product/service you can.

For advice on how to handle problem employees, YES! Your Human Resources Solution can help.  We can personalize a plan unique to your business, designed to foster employee wellness and positive employee relations.  We can also train your supervisors in basic HR techniques to help avoid employee conflict and potential grievances.  To put our 20 years of HR experience to work for your company, visit our website for a free consultation!