They lower productivity and raise their co-workers’ blood pressure: workplace loudmouths.
As a manager, you need to do something to correct the situation. The good news: You might not have to do that much.
Odds are other members of your staff have complained about how when Will gets talking, no one can hear themselves think.
What better messenger than the “victims” themselves? Encourage staffers to approach the decibely challenged co-worker themselves and make a request for a lower volume themselves.
The person may feel less under attack if the initial request doesn’t come from someone in a supervisory position. Of course if that doesn’t work, or staffers are just too uncomfortable confronting the person themselves, you’ll have to jump in.
But whether you are the person approaching your loudmouth or it’s a member of your staff, try to mention the specific effect the problem has on you:
“When you get loud in the office it’s tough for me (or Melissa if you’re speaking for others) to concentrate on keying invoices. I tend to make more mistakes and have to go a lot slower.”
Rather than a vague criticism of the individual and a trait he or she may or may not think can be changed, you’re showing the impact that behavior has on everyone else.
That may just get the volume down.
Sound off: How have you dealt with loud staffers? Tell us below.
