How to manage employees who know it all
“Yes, I already know that.”
As a young leader, you will one day encounter a direct report who thinks they know just about everything. They can be difficult to manage. If you point out their gaps, they’ll give you excuses, tell you how your plan won’t work (their way is better) or perhaps take your criticism harshly and overact.
Often, these kinds of employees only become more difficult to work with, and end up creating a tense environment in the workplace.
While we cannot deny their capabilities, managing these individuals requires finesse. Here's a step-by-step method to deal with employees who know it all:
1. Acknowledge their expertise
In reality most know-it-alls just want to be acknowledged and understood. Many are looking for someone to recognize their intellect, but their methods come across as trying to force their beliefs on others. Let them know that you appreciate their knowledge and skills. By recognizing their expertise, you can create a positive environment that allows for constructive dialogue.
2. Present our own opinion with quantifiable facts
If you have a difference of opinion, don’t stop at acknowledgement. Tell them calmly that you have a different opinion, outline your own solution and back it up with facts and research. Don’t be too defensive or aggressive; you’ll want to avoid making it sound like a personal attack to show you have nothing personal against them.
For example, if you require their report to be at a certain level of quality, communicate the quantifiable quality of the outcome.
3. Consistently check in
Once the quantifiable “boundaries” are in place, you’ll need to consistently check in on their progress. Make sure you are consistent as you want to show you care about their learning journey as much as the outcome. Since you have made your expectations quantifiable, bringing up their “gaps” would be an easier process. Caution: Only check in during agreed times to avoid micromanaging.
4. Move forward
Sometimes even with consistent progress check ins, an individual still might not perform the task correctly and make excuses. Some might even argue that their initial way was better. Should this happen, move forward and let them know your way is final. Don’t leave any wiggle room. Remind them of the black and white expectations of the work itself that both parties have agreed on. More importantly, remind them that as their manager, your job is to protect and provide them with the necessary knowledge and skills to produce quality work. It’s never a personal attack.
Dealing with a know-it-all is a delicate balancing act. But if you are systematic in your approach, you can foster a collaborative and positive team culture where each member's expertise is valued. ●