Article: 5 ways to handle an employee with rigid mindset

Employee Engagement

5 ways to handle an employee with rigid mindset

A workplace consists of a different gamut of people with different ideas. How do you deal with the ones who are not flexible.
5 ways to handle an employee with rigid mindset


Every organization in this world is home to different ideas, perspectives, innovations, challenges and changes. This is actually an outcome of different employees with varying backgrounds, individual strengths and weaknesses, inhibitions and behavioral patterns interacting with each other under one roof. All these factors are strong determinants of the organizational efficiency in terms of its capacity to handle employees and monitor their performances. However, the role of an organization to help their employees deliver faster and more productively can sometimes become too overwhelming and stressful for few of its employees. 

This manpower is the one who are mostly unnoticed or unheard of and in some cases hesitant to share their problems arising at work with their seniors. It is imperative for these employees who are rigid in their thoughts to let go of their already set ideas, doubts and inhibitions and share with their team the problems arising in their productivity or growth. 

Every company should imbibe this policy of promoting a common platform for its employees where they don’t unduly fear or get intimidated by changes in work patterns:

Easy Mode of Communication 

This one may sound like the most overrated tip but is apt for every situation. A rigid mindset always remains under the impression that it won’t be able to adapt with organizational changes as proficiently as the flexible employees. They should be constantly encouraged to submit their doubts with the team in informal conversations or during recess which is the best time of the day to address these issues. 

Be More Receptive and Less Critical

While discussing these problems face to face with the team may be easy for most employees, the team should try to be more receptive and less critical of the problems expressed by these particular employees. No matter how big or small the issue may seem to others, it is a serious concern for few members and they need everybody’s cooperation from the team. The belief that their needs are being heard and understood might mean the world to them and further increase their effectiveness in work and personal growth. Then all such meetings thereon will become more productive and less formal.

Morale Boost

Recognition and rewards have become a very important policy in recent times. Since we are addressing a very sensitive section of employees, it becomes essential for the company to identify their core strength and in return, reward them with appreciations (gifts or awards) when they achieve something remarkable. This will motivate them to exert more efforts in work and increase their chances of getting noticed.

Identify the Areas of Weakness

Not everyone working in the organization will have the same key strengths and weaknesses. There are chances that people working in an organization may sometimes not be able to understand their individual weaknesses or strengths as intricately as their peers. A team manager should be able to make his/her team player aware about each of their professional weakness and should also suggest ways to improve those.

Understand and Respect their Opinion

Rigid mindset employees’ participation and involvement in work may be a little different due to their nature. So maybe they would see and asses a problem from an entirely new perspective. This may not be in line with others but at least understanding their viewpoint and accepting them will surely make them feel at ease and keep their inhibitions at bay.

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Topics: Employee Engagement, Behavioural Assessments

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