Question for everyone as I'd love to hear how you all conquered a situation like this.

A supervisor has been in their role for over 10+ years and has a poor communication style with their employees. This results in several employee relation cases from them over the years. They've been resistive to many suggestions in changing their behavior to communicate with their employees better and still believe they're not wrong. How would you tackle this kind of situation? BTW. You can't fire them.

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Could you elaborate on the current org structure? We recently had this with a senior manager who could hit their goals but could not manage people successfully. We were able to restructure and add someone who was far better at managing people and enjoys that function so the original manager had no direct reports and focused on their own specialized projects offering advice as necessary. This was not how we’d normally respond, but during the individual was not an option for us.

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Sure, I'd love to! Just depends on how in-depth you'd like me to go. As far as the chain of command, it goes board of trustee > executive directors > directors > supervisors > employees. We did do something similar with another department in the organization but not sure if that's possible at my workplace. This supervisor is currently overseeing about 10 employees.

If they're not going to change and they know you can't fire them...why would they bother to change? I'm not being rude, but look at it from their perspective. What would motivate them to change?

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