The Cambridge Dictionary defines the “yes-man” as someone who agrees with everything that their leader or boss says in order to please them. While it’s nice to have an employee who’ll never refuse your assignments, the person themselves may not be happy about it.

They might start to resent you and become disengaged.

Besides that, asking questions is a human trait essential to discovery and progress. What this means is that surrounding yourself with yes-people is the same as listening to your own opinion. You’re not getting any new input which is crucial to improving your operations and growing your business.

You must also realise that not all your ideas are good, but you won’t know that when your workers keep endorsing them. Plus, it’s hard to determine your staff’s true capacity when they accept every task or project you assign. You’ll only find they’re overloaded when deadlines are missed and clients are leaving.

Yes-people will only hinder your success.

Does your remote team have one of these or three? The solution isn’t to terminate their employment. There’s a proper way to deal with them as you will learn below.

What Kind of Yes-Man Are They?

Don’t be quick to judge as some people are genuinely helpful and agreeable. Rather than being yes-people, they simply possess a positive attitude and want to put the team first. You have to know the difference as you might end up with employees who always disagree with you.

The Problem Child

This is someone who’s saying “yes” but is actually thinking “no”. Their agreement isn’t a promise but a means for them to get out of the room and go back to their own agenda quickly. They may not want to be there or are resentful towards you. Often, they fall short of their commitments.

The Pushover

This is a person who hasn’t realised that their insight is as important as their compliance. They feel that it’s never their turn to speak even when they’re actually capable of correcting or enhancing an idea. They tend to give their assent without thinking, which is a grave oversight.

These two types act passively and would rather avoid a conversation—all the more a confrontation. Tread carefully when trying to correct their behaviour.

What Should You Do?

Instil a clear vision

Make sure that you and your employees are on the same page with regards to priorities and objectives. You can do this by:

• Communicating your company mission the moment someone is hired; then
• Sending out reminders every so often.

In doing so, your employees will be able to take action and make choices in the right direction.

Encourage positive relationships

Make an effort to open lines of communication between direct managers and their staff. Leave a positive impact on those who are working under you by allowing them to be independent.

Know when you need to step in and offer your guidance when it is necessary too.

Prepare for the truth

Understand that when you seek feedback, people might be completely frank about it. You may find it vexing when someone reveals the true state of things, especially when it’s about how you lead.

Open your mind and try to see from their perspective so you can become a better leader.

Acknowledge their opinions

As mentioned above, don’t brush off anyone even if their viewpoint is a polar opposite of yours. Be willing to respectfully disagree and discuss a suitable solution instead.

Showing the rest of the team that you value them speaking up will encourage them to do so.

Provide paths for self-improvement

Let them take control of the development of their own careers. Help them determine the unique expertise or skill that they bring to the table. Set aside a time and budget for personal development through industry-related conferences and other enrichment activities.

Let them do their jobs

Trust them to handle the work that you hired them for. In other words, give them a chance to shine in their field rather than stifle them by being a micromanager.

Enable them to solve issues, make decisions and take risks on their own so they grow more confident in their own skin.

Offer a safe place to land

In allowing their freedom and independence, there will be times when they will fail. Correct and discipline them – but in a constructive way rather than in an explosive manner.

Hold them accountable for their actions but make them feel that you’re there to support them if they don’t meet expectations.

Reward their efforts

Recognise them for any work done well. Show your appreciation by offering incentives for big achievements. For instance, you can take the whole team out for dinner when they finish a large project and the client is more than happy with the output.

Maybe make a big show about the employee of the month by plastering them on your social media as well.

What Makes a Well-Rounded Team?

The truth is that you need someone who will say no to you to keep things real. Visionaries help move your company forward as they keep you on your toes and ensure you are grounded. Don’t dismiss any negativity completely as it may be what steers you away from chaos and toward success.

If you’re wondering how you can make a team that’s so well-rounded, begin at the hiring stage. Pick individuals who you think will provide valuable input and work with the rest of the team. Remote Workmate is ready to assist you with that.

We’re an offshore staffing agency that specialises in connecting amazing businesses like yours with qualified virtual professionals. Rest assured that we’ll only endorse a remote worker if they meet standards you’ve set beforehand.