Directors Briefing Human resources management
Assertiveness
Greater assertiveness can be the key " If people feel they are respected, they are
to getting the best out of your people more likely to respect the rights of others.
increased sales, better customer service, " Encourage employees to challenge
higher productivity and more ideas for aggressive or discriminatory behaviour or
improvement. harassment calmly and quickly.
" Recognise your employees personal
It encourages those who are shy or short of knowledge of your key business contacts.
confidence to become more involved and Customers and suppliers probably chat to
helps the more extrovert or volatile to fine tune your receptionist every time they call.
their dealings with customers, suppliers and
colleagues. An assertive person is a positive, 1.2 People have the right to know what is
resourceful presence in your business. expected of them in their jobs.
In particular, people can learn to avoid " Give people the equipment, information and
unproductive behaviour patterns, to focus on authority they need, plus regular feedback.
goals, solve problems and feel more at ease
with themselves and their work. 1.3 People have a right to be consulted about
decisions that affect them in their work (see
This briefing covers: margin note, page 2).
" The principles of assertiveness.
" Assertiveness techniques.
" Which parts of your business will benefit
most from assertive people.
" How to encourage assertiveness.
1 Assertiveness at work
Assertiveness training is based on the idea
that individuals have certain rights and certain
responsibilities to themselves and other people.
If people feel their rights are respected, their
confidence, motivation and productivity improve.
1.1 People have the right to feel respected in
the workplace.
A culture of assertiveness is especially
valuable where people work under pressure
or have daily contact with the public.
England
Updated 01/08/07
Directors Briefing 2
2 The assertive approach
" Employees who are involved in making ¨' Firms with
decisions are more likely to understand why more than 100
unpopular decisions have been made. Assertive people have a positive, open style employees have
of communication, neither submissive nor to consult staff on
1.4 People have a right to make genuine aggressive. They adopt a meeting-as-equals, anything happening
mistakes and do not deserve blame and win-win approach to work relations. The basic in the business
put-downs. techniques for behaving assertively can be that might affect
easily learned and put into practice quickly. their jobs. This
" Many mistakes occur because people have will also become
not been properly trained or equipped. 2.1 State specifically and simply what you feel law for firms with
" A culture of blame has a negative impact and what you want to happen. between 50 and
on morale. People cover their backs 99 employees from
or accuse others, rather than accept " Begin your sentences in the first person. April 2008. For
responsibility for their actions. For example, I feel frustrated when what I more information
say is ignored in meetings. visit
1.5 People have the responsibility to respect " Make brief, to-the-point statements. www.cipd.co.uk.
other people s rights, irrespective of seniority. For example, I would like, at least, to be
acknowledged when I offer an idea.
2.2 Speak directly, without hinting, beating
Breaking the patterns
about the bush, flattering, flirting or
manipulating to get what you want.
There are three common types of
counterproductive behaviour pattern that " Do not speak apologetically, or aggressively.
occur in almost every workplace. All three The opinions and needs you express risk
can be addressed with basic assertiveness being ignored if you do.
training. Acting small
2.3 Stand your ground if what you are saying does not do you
A Aggressive behaviour rarely goes or doing is valid. or anyone else any
unnoticed, as it tends to be noisy and good. For example,
calls attention to itself. " Do not let other people s vehemence or do not apologise
apparent certainty make you think you for refusing a
" People and whole groups may be must be wrong. request, unless
steamrollered into accepting second- you are actually
rate standards or ideas. 2.4 Stay calm and do not give in to anger. sorry.
Lucinda Neall,
Taking out your aggression or frustration on
B Submissive behaviour does not usually Neall Scott
others does you no good and can lead to
upset other people. Partnership
careless actions or unsafe working.
training
" The only individual who suffers directly " Express your valid feelings and requirements consultants
is the submissive person, but the entire clearly and in good time, rather than bottling
business may lose if that person s things up until you explode.
thoughts and ideas go unheard. " Allow time to elapse (count to ten) after an
initial angry response, before expressing the
C Aggressive/submissive behaviour is a reasons for it to others.
pattern that can be highly disruptive. Be prepared to walk away until you feel
calmer and more in control. Assertiveness
The person may swing between extremes
" Bear in mind that other people, or their improves working
as his or her moods change, or may have
actions, cannot actually make you angry. relationships, builds
a fixed pattern. For example, aggressive
If you react with anger, it is because you self-confidence
towards less senior employees, but
choose to surrender control and let yourself and control,
submissive in the company of managers.
react this way. and increases
" This behaviour makes it hard to predict " Do not allow your body language to the chances
the person s reactions and can leave become aggressive. Avoid pointing at of everyone
others uncertain about how to act. people, raising your voice, banging the winning.
table or making other aggressive gestures. Frank Thaxton,
In a workplace where calmly assertive Thames Valley
behaviour is seen as the norm, people focus 2.5 Be prepared to say no or agree to disagree . Partners business
on the job and productivity rises. More people advisers
contribute ideas and input and more become " Everyone at work is entitled to refuse
actively involved in running the business. unreasonable requests (see 5).
Directors Briefing 3
3 Giving feedback
3.5 Offer and accept apologies, ungrudgingly,
if they are appropriate.
For a manager, giving and receiving feedback
are key aspects of assertive behaviour. You " Poor performance will not improve if there
can expect feedback sessions with people is ill-will between manager and employee.
who have had assertiveness training to be Positive expectations on one side and
particularly frank and issues-based. determination to do better on the other are
needed.
3.1 Discuss poor performance in a
constructive spirit, in private. 3.6 Summarise what has been said and
agreed. Clarify that there are no further
" When giving feedback, know what positive obstacles to good performance.
outcome you want to achieve.
" Make suggestions about alternatives, but
let the other person identify what action to 4 Receiving feedback
take. Avoid telling them what to do.
" Be clear about your motive. If it is simply to Regardless of the position held in the company,
vent your own feelings, do not do it. feedback must be direct and honest to be
productive.
3.2 When discussing a problem, talk about the
facts of the case. Exchanging feedback can be especially
valuable for senior managers in a business
" Both parties should avoid personal where assertiveness is established and
comments. Sentences beginning You welcomed.
are... are seldom helpful.
" Your aim should be to correct the fault, not 4.1 When receiving feedback on poor
criticise the person. Be direct and specific performance, separate your natural dislike
and avoid exaggeration. of being criticised from the valid points
Do say There were faults in the accounts being made about your behaviour.
sheets in columns two, three and ten. Do
not say The accounts were full of faults. 4.2 When receiving criticism, do not make
" Give credit for the person s achievements. excuses that will not stand up to scrutiny.
3.3 Share your interpretation of the facts. 4.3 If an unfair general accusation is being
levelled at you, ask for specific examples.
The circumstances surrounding poor
performance may have been misunderstood. 4.4 Accept praise and be prepared to learn
from it as well.
" Encourage the employee to respond to
your description of the facts. Make it clear Assertiveness
that you are listening. 5 Requests training can help
" Ask How do you see this? or Is that a fair create a workplace
description? to get the employee s version 5.1 When making a request in the workplace, where people
of events. be honest about what is involved. can be honest
" Keep asking until you get a response. If at with each other,
first you get no reaction, be patient. " Do not pretend a two-hour job will take ten problems are
Do not accept silence as meaning the other minutes. handled quickly
person has nothing to say. " Do not apologise for asking. and internal politics
" Respect the other person s feelings and be do not get in the
sensitive to the response to your feedback. 5.2 Faced with an unreasonable request from way of doing the
a customer or colleague, explain why you job.
3.4 Listen calmly to the other person and show cannot comply, and suggest an alternative. Liz Trumper,
you understand what is being said. management
" The customer is not always right. But consultant
" Give the person time to formulate an the customer always has the right to an
answer. Be patient. Do not rush people. explanation.
" Help shy people by asking questions they " Employees also deserve explanations. They
can answer easily and guide them towards need to know why business needs may
stating their views. override personal feelings and the reasons
" If you don t understand an answer, ask behind decisions that affect their work.
more questions to clarify. Do not jump to " Do not say maybe , if you mean no .
conclusions or make assumptions.
Directors Briefing 4
6 Handling complaints
" Take time away from the situation to Expert
consider your longer-term response. contributors
6.1 Show a customer with a complaint that
you have heard and are making the effort to Thanks to Jill Dann
8 A culture of assertiveness
understand the point that is being made. (Consultation Limited,
023 9225 6161);
6.2 Do not be afraid to request clarification Assertive behaviour must be welcomed in Margaret Dale
if necessary, more than once. your business, if each person is to operate (HR management
assertively. consultant, 01484
" Ask Can you put that another way? or 682710); Frank
Have I got this right? . Follow this with a 8.1 Provide assertiveness training for sales Thaxton (Thames
summary of what you think was said. people, receptionists and customer service Valley Partners
people first, and other employees later. business advisers,
6.3 Defuse the situation by acknowledging the 020 7637 1727).
other person s point of view. " Include supervisors and managers. They
need to understand the pressures their
" If the customer is angry, begin your teams face and learn to deal with them. Further help
response with I m sorry you feel our
product hasn t met your expectations. 8.2 Reinforce a win-win culture in the There are other
This wording lets you express sympathy business. Directors Briefing
with his or her disappointment, without titles that can help
A workplace where people see all
conceding that the product is faulty. you. These briefings
transactions in terms of winners and losers
are referred to in the
reinforces unproductive behaviour patterns.
6.4 Never blame your colleagues, the text by name, such
customer or your suppliers. " Train your supervisors and managers to as Performance
encourage plain speaking and support appraisals.
6.5 Reconstruct, with the customer s help, the assertive behaviour.
steps which led to the complaint. You may " Do not tolerate bullies in the workplace.
find there is more than one factor behind it. " Assertiveness training for your thrusting
go-getters may be better aimed at learning
" For example, a service issue, as well as a how to listen than how to get heard.
product problem.
8.3 Provide multiple communication
This step-by-step diary will help you get it channels.
right in future, and most customers respond
well to the professionalism of this approach. " Call regular team and department meetings
and encourage everyone to participate in
the discussions.
7 Angry people " Introduce newsletters, team bulletins and
individual or group contributions to your
Dealing with angry people customers or intranet, if you have one. Every chance to
colleagues is a matter of damage limitation. express themselves boosts employees
Be assertive and actively manage the situation. confidence and sense of worth.
" In your appraisal process, ask questions
7.1 If someone is angry, identify the cause of that will encourage employees to
the anger and take steps to deal with it. express their needs and viewpoints. (See
Performance appraisals).
" For example, with an angry customer, do
not waste time making excuses. Accept the
© BHP Information
criticism, apologise and say what you will Solutions Ltd 2007.
ISSN 1369-1996. All
do to deal with the complaint.
rights reserved. No
part of this publication
Take some immediate action, and be seen may be reproduced or
transmitted without the
to be doing so, even if it is only noting the
written permission of the
customer s name and address.
publisher. This publication
is for general guidance
only. The publisher, expert
7.2 If people are clearly out of control, do not
contributors and distributor
attempt to deal with them. Let them know
disclaim all liability for
that communication must wait until later. any errors or omissions.
Consult your local business
support organisation or your
7.3 If someone is being personally offensive,
professional adviser for help
end the conversation quickly and firmly. and advice.
Published by BHP Information Solutions Ltd, Althorp House, 4-6 Althorp Road, London SW17 7ED
Tel: 020 8672 6844, www.bhpinfosolutions.co.uk
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