Cameron Thistle SNHU MGT 7-1 It can be hard to control your own emotions, let alone those of your coworkers. I propose that we embark on a quest together as a first step in overcoming Jenny's apprehension and making her feel at ease in her managerial position. I would work one-on-one with her for the first two weeks to help her become a more accommodating employee. The training sessions would be used to evaluate her progress and offer suggestions for areas where she could do better. As she becomes more involved with staff, monthly training will become the norm. During these sessions, I would also concentrate on assisting her to strengthen the weakest areas. At the end of the training, I hope Jenny will have a better understanding of her professional strengths and weaknesses. On the job, Jenny must be flexible and social. She should attend each of the once-a-week meetings to get to know the other employees and feel more at ease in the workplace. Jenny can practice speaking to and listening to other people during their time together. She can also observe the team's nonverbal cues during these conferences. Encourage Jenny to participate in team-building activities. Additionally, she needs to work on independently resolving team issues rather than constantly raising them with upper management. Working on projects with her coworkers that require her to work together might be beneficial for Jenny. She also shows that she can keep her end of a deal. Jenny must focus on improving her communication and stop criticizing her coworkers. After she learns to control her emotions and other personal issues, she will perform better at work. She must improve her interpersonal skills with team members and superiors. Open lines of communication are one of the most crucial aspects of successful collaboration. Jenny must learn to think about how her actions affect the group. She might gain insight into the nature of her challenge by engaging in some self-reflection activities. If Jenny is encouraged and given constructive criticism, she can develop as a member of the team. She will have a more positive attitude at work if she gains confidence. For this to work, Jenny needs to be open to new ideas and keep a positive attitude about her job. When dealing with difficult employees, it is essential to have an honest conversation with the team. Everyone on the team, including Jenny, needs to be open to receiving constructive criticism. This is the only way the team can get better. Furthermore, it is essential to offer staff members constructive criticism. Since it reveals both areas for success and areas for improvement, employees greatly benefit from feedback. When giving feedback to employees, it's important to be clear and to the point. In a similar vein, management must set goals for the team to work toward. Having something to work for helps get things done in groups. Monthly reviews are required for each employee. Workers may be able to identify and work to strengthen their weaknesses with the assistance of these assessments. This kind of criticism helps the group become more cohesive. Selfevaluations should also be done by managers. They may be able to overcome any skill gaps and improve team communication with this assistance. The group's goals can be set by the manager. The exceptional work ethic of managers may motivate their teams to raise their own standards.