These days, there’s lots of discussion about the importance of leaders being more vulnerable and creating psychologically safe work environments in which people can share their feelings. But what happens when someone takes that too far?
4 Ways to Manage an Emotionally Needy Employee
Whether you manage someone who repeatedly asks the same questions, overshares, needs constant affirmation, or struggles receiving criticism, the best way to resolve the issue is to address it head on. Start by by scheduling a one-on-one meeting with the employee at hand. Use this time to gauge if they are aware of the impact their behavior is having on their peers by asking a question like, “I wonder if you realize the extent to which you look for the team’s reassurance?” If your first conversation doesn’t go as planned, follow up with another private conversation. Set clear emotional boundaries without being harsh, judgmental, or dismissive. Lastly, treat the needy person as if they are strong, not fragile. If you give in to their behavior out of fear of hurting their feelings, you will only reinforce it.