Robert Vazquez

Do an assessment and survey of likes and dislikes. Ask what social norms are comfortable. Example: Ask if they like to celebrate their birthday. Not everyone celebrates birthdays, but some go the opposite extreme and celebrate their birthday as if it is a national holiday. Ask what holidays they observe and value as important. Ask what some of their favorite memes or gifs are or what humor they appreciate. When you know these things, you can send a smile face or a "good job" or a virtual card when appropriate. Do a deep dive into what motivates them by reviewing their assessment. Talk one-on-one with them when they need and not only when you need to talk with them. Keep the open dialogue going. Silence kills so don't be silent.

Remember to ask the question: Why? Why the clash? Why the difference? Don't settle for a surface answer either. That's too easy and won't resolve the perceived problem. I've had a manager who clashed with the company style because she was protecting the company from a liability perspective, and another manager was protecting the fiscal strength of the company. They failed in communicating the reasons of why they didn't agree, and they failed to align with the company which meant they did not have the leadership "buy-in" to sustain success, which resulted in frustration and failures of both programs.