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You must first listen the employee without the usual reflex of giving orders when he does not agree. Allow him to expose a different view from yours.A real challenge... Test and see what he has to explain.We all tend to say now...''No'' The managerial behavior must adapt to several behaviours but in the most common cases you should meet the following:He is not interested in his work and always behaves the same way whatever you propose. You'll have to succeed to involve him.FInd out what is the problem of this indifference mask: a disappointment? feel"cheated" because of a promise madein hiring and unfulfilled for example? A lack of interest in the position? personal worries? Somebody unmotivated? And most importantly, try to remember since when occured this behavior to see if it comes from a particular event. Ask him direct questions during a meeting, for example: "What do you enjoy most about your job?
Bring him to take sides on one point: "What do you think of our new organization?Are you willing to work on another project or position...
Make him understand that he isc oncerned: "It is important that you give me your opinion because it directly relates to your work..."Involved him in entrusting of specific missions.For example, you can ask him to prepare a sequence of meetings on a subject that concerns his mission targets. Then you will be able to trim his work and control the direction you expect that he has to follow.I think this is the most profitable approach. You will avoid conflicts and loose less time by replacing those kind of people.If it doesn't work.. Don't spend too much time with him and find another solution by switching him with an other one in order to reach your milestones.
