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Advice You - Difficult Employees-Poor Performance - 10 Tips for Dealing with it in the Workplace
I personally struggle with the term 'managing people' - because I firmly believe that people cannot be managed – only processes and systems can. How many times have you heard it said – “Why won’t my employees just do as they are asked?”
Despite all our best efforts at 'managing', we have very little contr
Despite all our best efforts at 'managing', we have very little contr
According to USFDA, a combination product is one composed of any combination of a drug and device; biological product and device; drug and biological product
ol over other people’s actions, including the people that work with or for us. We can inspire, motivate, guide or threaten them, but the choice to act in a certain way is up to the individual.
Today’s workplaces are complex environments – it is a rare occasion when all employees get on together and work e
Today’s workplaces are complex environments – it is a rare occasion when all employees get on together and work e
; or drug, device, and biological product and fixed dose combination would include two or more combinations of drug.
Examples of combination products may in
Examples of combination products may in
nthusiastically and constructively to achieve the goals of the business. Problem behavior on the part of employees can erupt for a variety of reasons.
Here are ten tips for dealing with it.
1: Recognize that problem behavior usually has a history
It usually develops over time and seldom from a s
Here are ten tips for dealing with it.
1: Recognize that problem behavior usually has a history
It usually develops over time and seldom from a s
lude drug-coated devices, drugs packaged with delivery devices in medical kits, and drugs and devices packaged separately but intended to be used together.
ingle incident. As a manager, it is your responsibility to be alert to the early warning signs and deal with the underlying causes before the situation reaches a crisis.
2: Ask yourself: "Am I partly or wholly responsible?"
If the problem is in your team, then you are at least partly responsible f
2: Ask yourself: "Am I partly or wholly responsible?"
If the problem is in your team, then you are at least partly responsible f
here is enormous increase in the number of combination products entering the market in the recent years. Combination products have proven advantages but fixe
or it. Perhaps you were blind to the signs the individual was undoubtedly leaving you, or you chose to ignore them and hope they would go away. Perhaps you hadn’t been managing that individual’s performance on a regular basis, and so missed an opportunity to discover the problem earlier. Whatever the reaso
d dose combinations are still in the process of convincing regulatory authority on their advantages over the single ingredient formulations.
Combination pro
Combination pro
n, responsibility lies with you in some part.
You would be surprised how frequently it is the manager who has created, or at least contributed to problems of employee behavior. Having an abrasive style, being unwilling to listen, and being inattentive to the nuances of employee behavior are all factors th
You would be surprised how frequently it is the manager who has created, or at least contributed to problems of employee behavior. Having an abrasive style, being unwilling to listen, and being inattentive to the nuances of employee behavior are all factors th
ucts have become life saving products for the pharmaceutical companies who doesn’t have many innovative molecules in their product pipeline and have been inc
at contribute to the manager's need to thoroughly examine what is going on.
3: Don't focus only on the overt behavior
When confronted by an angry or upset employee, it's easy to attack the person and target their behaviour rather than examine the factors that underlie the behavior. Often, this tak
3: Don't focus only on the overt behavior
When confronted by an angry or upset employee, it's easy to attack the person and target their behaviour rather than examine the factors that underlie the behavior. Often, this tak
easingly used in the product life cycle management. Even the companies having product patents are trying to extend their product life cycle through the combi
s patience, careful probing, and a willingness to forgo judgment until you really understand the situation.
4: Be attentive to the "awkward silence" and to what is not said
When an employee is obviously reluctant to communicate, it's almost a sure sign that more lurks beneath the surface. Often, e
4: Be attentive to the "awkward silence" and to what is not said
When an employee is obviously reluctant to communicate, it's almost a sure sign that more lurks beneath the surface. Often, e
nation products and maximize the revenues. But the companies involved in this practice are overlooking that they are burdening the patients both economically
mployees will hold back because they feel unsafe. They may test the waters by airing a less severe or kindred issue in order to see what kind of a response they get. In order to get the full story and encourage forthrightness, the manager has to read between the lines and offer the concern and support nece
and physically. They need to rightly judge the benefits of the combination products and they have to even look at the risks involved when combining the produ
ssary to get the employee to open up.
5: Clarify before your confront
Chances are, when an issue first surfaces, you will be given only a fragmentary and partial picture of the problem. You may have to dig deep to surface important facts, and talk to others who may be involved. One safe assumption
5: Clarify before your confront
Chances are, when an issue first surfaces, you will be given only a fragmentary and partial picture of the problem. You may have to dig deep to surface important facts, and talk to others who may be involved. One safe assumption
ts. Some of the combination products were well accepted by physicians while others suffered. Companies involved in development of combination products are fi
is that each person will tend to present the case from his or her viewpoint, which may or may not be the way it really is. Discretion and careful fact-finding are often required to get a true picture.
6: Be willing to explore the possibility that you have contributed to the problem
This isn't eas
6: Be willing to explore the possibility that you have contributed to the problem
This isn't eas
ding difficulty in defining their combination products and facing various challenges from selecting a combination to marketing it.
Following aspects would a
Following aspects would a
y, even if you have reason to believe it's so, because you may not be fully aware of what you have done to fuel the fire. Three helpful questions to ask yourself:
• Is this problem unique, or does it have a familiar ring as having happened before?,
• Are others in my organization exhibiting similar behav
• Is this problem unique, or does it have a familiar ring as having happened before?,
• Are others in my organization exhibiting similar behav
dd to the challenges in developing combination products:
Which markets to tap where the combination products can do fairly well?
Which combination prod
Which markets to tap where the combination products can do fairly well?
Which combination prod
iors?, and finally,
• Am I partially the cause of the behavior I am criticizing in others?
• Once you understand how you have contributed, you can decide to take action yourself to make sure it doesn’t happen again.
7: Plan your strategy
Start by defining, for yourself, what changes you would
• Am I partially the cause of the behavior I am criticizing in others?
• Once you understand how you have contributed, you can decide to take action yourself to make sure it doesn’t happen again.
7: Plan your strategy
Start by defining, for yourself, what changes you would
cts are meaningful and rational?
Which therapeutic categories to select?
Which Combinations can address unmet needs of the patients?
Do combin
Which therapeutic categories to select?
Which Combinations can address unmet needs of the patients?
Do combin
like to see take place, then, follow this sequence:
Meet with the person and let them know that there is a problem. State the problem as you understand it and explain why it is important that it be resolved.
Gain agreement that you've defined the problem correctly, and that the employee understands tha
Meet with the person and let them know that there is a problem. State the problem as you understand it and explain why it is important that it be resolved.
Gain agreement that you've defined the problem correctly, and that the employee understands tha
tions increase the patient compliance?
What would be the developing cost?
How to tackle the risks encountered during combination product developmen
What would be the developing cost?
How to tackle the risks encountered during combination product developmen
it must be solved.
Ask for solutions, using open-ended questions such as:
"What are you willing to do to correct this problem?" In some cases, you may have to make it clear what you expect.
Get a dedication that the employee will take the required actions.
Set deadlines for finishing the actions. In t
Ask for solutions, using open-ended questions such as:
"What are you willing to do to correct this problem?" In some cases, you may have to make it clear what you expect.
Get a dedication that the employee will take the required actions.
Set deadlines for finishing the actions. In t
t?
As combination products don't fit into the traditional categories of drugs, medical devices, or biological products, the USFDA is in the process of devel
As combination products don't fit into the traditional categories of drugs, medical devices, or biological products, the USFDA is in the process of devel
he case of a repeated problem, you may want to advise the employee of the consequences of failing to take corrective action.
Follow up on the deadlines you've set
8: Treat the employee as an adult and expect adult behavior
To some extent, expectation defines the result. If you treat the employee
Follow up on the deadlines you've set
8: Treat the employee as an adult and expect adult behavior
To some extent, expectation defines the result. If you treat the employee
ping new procedures for reviewing their safety, efficacy and quality.
Professional from academic institutions, pharmaceutical industries, health care indust
Professional from academic institutions, pharmaceutical industries, health care indust
as a naughty child, then you should expect a naughty child to respond. If you indicate - by your actions or by the content or tone of your voice - that you expect adult behavior, then that's what you're likely to get.
9: Treat interpersonal conflicts differently
If the problem behavior stems from
9: Treat interpersonal conflicts differently
If the problem behavior stems from
y and representatives from various regulatory agencies are working out to design the regulatory requirements for manufacture and sale of combination products
a personality conflict between two employees, have each one answer these questions:
How would you describe the other person?
How does he or she make you feel?
Why do you feel that the other person behaves the way he/she does?
What might you be able to do to alleviate the situation?
What would you lik
How would you describe the other person?
How does he or she make you feel?
Why do you feel that the other person behaves the way he/she does?
What might you be able to do to alleviate the situation?
What would you lik
.
As there is an increasing trend of the combination products companies manufacturing such products should be able to tackle the problems involved in the de
As there is an increasing trend of the combination products companies manufacturing such products should be able to tackle the problems involved in the de
e the other person to do in return?
10: Gain agreement on the steps to be taken and results expected
A problem is not really "fixed" until it stays fixed. Everyone involved must agree that the steps taken (or proposed) will substantially alleviate the problem. This includes you as manager, and th
10: Gain agreement on the steps to be taken and results expected
A problem is not really "fixed" until it stays fixed. Everyone involved must agree that the steps taken (or proposed) will substantially alleviate the problem. This includes you as manager, and th
elopment. They need to be wiser in analyzing the market trends and the regulatory requirements.
Companies that provide selfless information through particip
Companies that provide selfless information through particip
e steps you personally will take to ensure you are not contributing to similar problem in the future.
Finally, agree how you will both monitor the issue. What needs to take place for you both to be satisfied that the issue has been completely resolved. Write this down and use it as your measure of success
Finally, agree how you will both monitor the issue. What needs to take place for you both to be satisfied that the issue has been completely resolved. Write this down and use it as your measure of success
tion in industry events and feedback to regulatory authorities would be able to face the challenges and will be successful in developing combination products
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