Đẹp cùng Thúy Hạnh
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Friday 11 September 2026 15:20:33 GMT
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![🚨Handling the “sloppy” one👇 It can be really tiring and frustrating as a manager when you have to keep raising the same things and the same behaviour happens repeatedly. The mistake we often make is focusing on each individual incident rather than recognising the pattern that has emerged and focusing on breaking this. Try to avoid showing your annoyance and instead highlight the pattern you’re seeing and try to tease out from your direct report how they think the unproductive pattern can be broken. Focusing on the pattern moves the conversation away from you against them and towards looking at the problem (the unproductive pattern) together. This creates safety which often helps resolve things. “I’m notice there’s a pattern in our 1:1s where [INSERT PATTERN]. I’m curious how we can we break this pattern?” Remember it’s important to be clear with your direct report that it’s important the issue is addressed to prevent it becoming a more formal performance conversation. Clear is kind. It’s important people understand the full picture and consequences. Let them know you are there to support but you need their help as you don’t know where to go next. This creates shared responsibility. 💬 Leave a 🙌 in the comments if you’re going to keep this technique up your sleeve 👀 📌 Please remember the advice offered in this video is generalised and will not fit every situation. You’ve got this 💪 🚀 Follow for more tips on managing people with less stress #worktips #leadershipdevelopment #corporatelife #emotionalintelligence #manager #conflictmanagement #communication #communicationskills #managingpeople #managertips #difficultconversations #difficultpeople](/video/cover/7358159401573682465.webp)
