When I became Sales Director of the poultry processing plant, I also supervised the Inside Sales/Planning/Logistics Department. One of the employee of that department was causing quite a few conflicts with the Production Department, mostly because of very poor communication skills. Requests sounded more like barking and politeness was a scarce commodity from his side. That problem probably should have been addressed a long time ago, but OK, I had to deal with it now. All I got was criticism about his conduct and “fire him!” kind of advice. Yet, he had many years of experience and had quite a lot of knowledge. That bothered me to just take the short cut and let him go. So, I had a meeting first with him alone and later with his supervisor. In the first meeting, I addressed the problems and made him clear that I wanted to understand what caused him to act the way he did. With his supervisor, we reviewed his job description and analyzed what he liked and what he did not like about his tasks. And bingo! We discovered that he felt very uncomfortable dealing with foreign customers having to speak in languages he did not master. The stress of the phone ringing and hear someone speaking German or English was just too much for him and he reacted his stress on his colleagues. We decided to remove the customer contact from him, allocate that to another employee who actually enjoyed the sales side more than the production side, and dedicate our difficult friend more to the technical and planning side of production. Within days, I was receiving positive feedback from production people who were wondering what I had done to him, because now he was such a pleasure to work with. And for him, as he was in his late 40’s, we also avoided a painful layoff that might have had severe personal consequences. He was now doing what he liked and what he was best at. And he became very happy at work!

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