A subordinate is not open to change and under some stress. How to manage his stress?

Allan Daniel was a bright coworker till he realized that his project has been shelved. He had been with the project since the last 2 years and had been the best performer in the team several times. He has now been moved to a different project and he seems completely unhappy about it . He says he does not feel confident anymore and does do even get along too well with his new colleagues. Could you help Allan identify his stressors? What action plan could you draw up for him to help him get back to his original self?A subordinate is not open to change and under some stress. How to manage his stress?
I think that Allan feels very hurt after working on a project for 2 years. If you appreciate his work, why don't you put him back with his old colleagues and give him a project that is at least similar to what he was doing. This is a good way of losing a good employee. I think that you should talk to him and at least promise him a better project and a return to his group after he finishes this project. Also, you could take one of his old colleagues and ask to help Allen to finish this project. He doesn't deserve this, after he worked so hardA subordinate is not open to change and under some stress. How to manage his stress?
Allan is his stressors. He needs to play through the pain and suck it up. So if he doesn't get his way Allan doesn't want to play anymore? Welcome to adulthood.



His lack of confidence and problems with co-workers are self inflicted. Sounds as if he moved into the new project with an attitude toward it and the new co-workers. Tell him to snap out of his funk or start searching for another gig!
It is difficult to keep a ';stiff upper lip'; when you feel marginalized at your job. Doing a lot of work on a project that gets ';canned'; can make you feel as though your work doesn't matter.



Are there ways that you can reassure him that shelving the project had absolutely nothing to do with him? It sounds like - whether he can tell you this or not - he is craving some validation in his work performance. Is there some reward you can bestow upon him - a day off, recognition in a department meeting, etc. - that has to do with his work ethic and things he regularly does well? Since he doesn't have the completion of a longstanding project to boost his esteem, perhaps you can find other alternative ways to provide him that validation he seeks.



I sure hope that this is helpful!



Phyllis R. Neill, www.shementor.com