The Cambridge Dictionary defines the “yes-man” as someone who agrees with everything that their leader or boss says in order to please them. While it’s nice to have an employee who’ll never refuse your requests, the person themselves may not be happy about it.
They might start to resent you and become disengaged.
Besides that, asking questions is a human trait essential to discovery and progress. What this means is that surrounding yourself with yes-people is the same as listening to your own opinion. You’re not getting any new input which is crucial to improving your operations and growing your business.
You must also realise that not all your ideas are good, but you won’t know that when your workers keep endorsing them. Plus, it’s hard to determine your staff’s true capacity when they accept every task or project you assign. You’ll only find they’re overloaded when deadlines are missed and clients are leaving.
Yes-people will only hinder your success.
Does your remote team have one of these or three? The solution isn’t to terminate their employment. There’s a proper way to deal with them as you will learn below.
What Kind of Yes-Man Are They?
Don’t be quick to judge as some people are genuinely helpful and agreeable. Rather than being yes-people, they simply possess a positive attitude and want to put the team first. You have to know the difference as you might end up with employees who always disagree with you.
The Problem Child
This is someone who’s saying “yes” but is actually thinking “no”. Their agreement isn’t a promise but a means for them to get out of the room and go back to their own agenda quickly. They may not want to be there or are resentful towards you. Often, they fall short of their commitments.
The Pushover
This is a person who hasn’t realised that their insight is as important as their compliance. They feel that it’s never their turn to speak even when they’re actually capable of correcting or enhancing an idea. They tend to give their assent without thinking, which is a grave oversight.
These two types act passively and would rather avoid a conversation—all the more a confrontation. Tread carefully when trying to correct their behaviour.
What Should You Do?
Instil a clear vision
Make sure that you and your employees are on the same page with regards to priorities and objectives. You can do this by:
- Communicating your company mission the moment someone is hired; then
- Sending out reminders every so often.
In doing so, your employees will be able to take action and make choices in the right direction.
Encourage positive relationships
Make an effort to open lines of communication between direct managers and their staff. Leave a positive impact on those who are working under you by allowing them to be independent.
Know when you need to step in and offer your guidance when it is necessary too.
Prepare for the truth
Understand that when you seek feedback, people might be completely frank about it. You may find it vexing when someone reveals the true state of things, especially when it’s about how you lead.
Open your mind and try to see from their perspective so you can become a better leader.
Acknowledge their opinions
As mentioned above, don’t brush off anyone even if their viewpoint is a polar opposite of yours. Be willing to respectfully disagree and discuss a suitable solution instead.
Showing the rest of the team that you value them speaking up will encourage them to do so.
Provide paths for self-improvement
Let them take control of the development of their own careers. Help them determine the unique expertise or skill that they bring to the table. Set aside a time and budget for personal development through industry-related conferences and other enrichment activities.
Let them do their jobs
Trust them to handle the work that you hired them for. In other words, give them a chance to shine in their field rather than stifle them by being a micromanager.
Enable them to solve issues, make decisions and take risks on their own so they grow more confident in their own skin.
Offer a safe place to land
In allowing their freedom and independence, there will be times when they will fail. Correct and discipline them – but in a constructive way rather than in an explosive manner.
Hold them accountable for their actions but make them feel that you’re there to support them if they don’t meet expectations.
Reward their efforts
Recognise them for any work done well. Show your appreciation by offering incentives for big achievements. For instance, you can take the whole team out for dinner when they finish a large project and the client is more than happy with the output.
Maybe make a big show about the employee of the month by plastering them on your social media as well.
What Makes a Well-Rounded Team?
The truth is that you need someone who will say no to you to keep things real. Visionaries help move your company forward as they keep you on your toes and ensure you are grounded. Don’t dismiss any negativity completely as it may be what steers you away from chaos and toward success.
If you’re wondering how you can make a team that’s so well-rounded, begin at the hiring stage. Pick individuals who you think will provide valuable input and work with the rest of the team. Remote Workmate is ready to assist you with that.
We’re an offshore staffing agency who specialise in connecting amazing businesses like yours with qualified virtual professionals. Rest assured that we’ll only endorse a remote worker if they meet standards you’ve set beforehand.
To help you build a high-performing team for your startup, here are the different characteristics that you should look for in candidates for when hiring.
The Global PVC Window Profile Market Research Report - Industry Analysis, Size, Share, Growth, Trends and Forecast Till 2026 gives an evaluation of the market developments based on historical studies and comprehensive research respectively.
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The Global Polyvinyl Alcohol Fibers Market Research Report - Industry Analysis, Size, Share, Growth, Trends and Forecast Till 2026 gives an evaluation of the market developments based on historical studies and comprehensive research respectively.
The market segments are also provided with an in-depth outlook of the competitive landscape and a listing of the profiled key players.The comprehensive value chain analysis of the market will assist in attaining better product differentiation, along with detailed understanding of the core competency of each activity involved.
The market attractiveness analysis provided in the report aptly measures the potential value of the market providing business strategists with the latest growth opportunities.The report classifies the market into different segments based on product type and application.
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According to a research report "Cognitive Assessment and Training Market by Assessment Type (Pen- and Paper-Based, Hosted, Biometrics), Component, Application (Clinical Trial, Screening & Diagnostics, Brain Training, Academic Research), Vertical, and Region - Global Forecast to 2021", published by MarketsandMarkets, the cognitive assessment and training market size is expected to grow from USD 1.98 Billion in 2016 to USD 8.06 Billion by 2021, at a Compound Annual Growth Rate (CAGR) of 32.3%.Browse 63 market data tables and 47 figures spread through 150 pages and in-depth TOC on "Cognitive Assessment and Training Market - Global Forecast to 2021"The major forces driving this market are aging global population, increasing awareness about brain fitness, and advancements in technology.
The growing market for cognitive solutions and increasing demand for brain training by next-generation tech-savvy population are contributing to the growth of the cognitive assessment and training market.Download PDF Brochure: https://www.marketsandmarkets.com/pdfdownloadNew.asp?id=1039Clinical trials in terms of application is expected to hold the largest market share in the cognitive assessment and training market during the forecast periodClinical trials are mainly used to identify, measure, or monitor cognitive impairments and cognitive changes.
The assessment of cognitive functions is an integral part of decision-making during clinical drug development, as certain drugs can have an impact on the cognitive capabilities of the brain.
The market is expected to contribute the highest revenue for vendors offering clinical trials.Education vertical is expected to grow at the highest CAGR in the marketCognitive assessment solutions and services are used in the education vertical for screening prospective candidates for schools or colleges.
The leading cognitive assessment and training vendors for this vertical are Pearson Assessment and CogniFit.North America is expected to contribute to the largest market share and Asia-Pacific to grow at the highest CAGRNorth America is expected to hold the largest market share and to dominate the cognitive assessment and training market from 2016 to 2021, due to the increasing awareness among population about adopting medication for cognitive diseases.
The new generation in this region is more concerned toward the benefits of cognitive training, which is not just limited to patients with cognitive dysfunctions.
The new report on the Cutlery market provides estimations of the size of the global market and share and size of key regional markets during the historical period of 2015 – 2019.
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The key regions comprise the following geographical segments:North America (U.S., Canada)Latin America (Brazil, Mexico, Argentina, Rest of Latin America)Europe (Germany, Italy, France, U.K., Spain, Benelux, Russia, Rest of Europe)East Asia (China, Japan, South Korea)JapanAPEJ (China, India, Indonesia, Thailand, Singapore, Australia & New Zealand, Rest of Asia Pacific)South Asia & Oceania (India, Thailand, Indonesia, Malaysia, Australia & New Zealand, Rest of South Asia & Oceania)Middle East & Africa (GCC Countries, Turkey, Northern Africa, South Africa, Rest of Middle East & Africa)The detailed assessments focus on, inter alia, on the regulatory and macroeconomic frameworks, prevailing pricing structure, imminent investment pockets, and emerging application areas.
Taking the analysis further, the study helps readers get a better understanding of the trends characteristics of the emerging markets, including government regulations crucial to growth of such markets.
