(Yes, that happens.) By documenting every step before a performance improvement plan including all key elements in the PIP and working with employees to help them improve, you can create a better experience for your people even in a stressful situation. Dont let obnoxious behavior pass you by. Try not to become too emotional, no matter how frustrating the situation might be. June 13, 2019 / by Most managers are uncomfortable even talking about the possibility of termination. 15 Challenges Coaches Will Work On With Executive Clients In 2023, Coaching Those Interested In Becoming Executive Coaches, Five Tips For Improving Focus And Unlearning Multitasking, 7 Tips For Effective HVAC Marketing In 2023, January Is A Great Time To Redefine What Success Means To You, The Untapped Potential Of Latina Influencers On Social Media, The 12 Zodiac Principles For Asian Leadership Development, The Importance Of Trademarking Your Business, Stop Focusing On Managing Conflict And Start Focusing On Building Trust. Working with someone whos not their manager can free employees to ask the kinds of questions about the work that they might be embarrassed to ask their manager, and another perspective can help reinforce what they need to learn. Introverts have high expectations of themselves and others including you as a leader. Employers may find that they dont need to require employees to work from the office every day, every week, or at all. Refer to this list when you meet with the employee to discuss their performance. Remember, youre the boss, says Roy Cohen, a career counselor and executive coach in New York City. Them" mentality. Once a final decision has been made, circle back. I help people advocate for themselves and leverage opportunities. Encourage your employees tendency to challenge the status quo and praise them for good points to safeguard the relationship. When you're confident in yourself and your own abilities, your knowledge can guide you to the right course of action. Treat the issue as a business issue that needs proper attention, rather than getting swept up in emotion. Not only could you learn a lot, but youll also build up your employees self-esteem, confidence, and positive feelings about working in an organization that welcomes the exchange of ideas. Keep a record of the employees activities that you believe are disruptive. One way to do this is to encourage employees, especially those from dominant groups, to engage in ERG membership and to leverage their skills, networks and interests to ideate and contribute to sponsorship programs. At some point, if these behaviors continue, youre going to need to build a case against them, says Cohen. Opinions expressed are those of the author. Contributor: Trisha Rai and Caitlin Dutkiewicz. This leads to candid conversation and solutions. By clicking the "Submit" button, you are agreeing to the Dunlap Law 2022. Lastly, Brian notes that if complaints start to arise, handle them swiftly before rumors or misinformation start to spread leading to more individuals hopping on the bandwagon of accusations. question is an underused technology in leadership conversations today. I really encourage you to avoid any kind of venting, even if its after hours, with a colleague. Carlota Zimmerman, a success strategist and career coach in New York City, recalls a woman whom she helped land a coveted position with a desirable company. Sometimes a culture of overwork is difficult to change. What you should say: In order to use my time away from work to truly relax and recharge, I want to remind you that I typically dont check my inbox when Im not in work mode.. Compromise is a very healthy choice for managers and employees who disagree. Denial is when employees dont acknowledge the existence of structures like race, class or caste and ignore the resulting discrimination or bias. By Kate Ashford, Monster Contributing Writer, The Best High Paying Careers in Education, How to Find Military Spouse Jobs and Build a Career, Working After Retirement: Everything You Need to Know. For example, if an employee disagrees with the need for a PIP, its best to just thank them for their feedback and let them know that this is the plan. Fill in your details below or click an icon to log in: You are commenting using your WordPress.com account. If your actions, in the wake of incendiary social media posts, meet the legal criteria for retaliation then you may trigger a lawsuit by an employee and/or an enforcement action by Virginias Office of the Attorney General. The key to an effective performance improvement plan is communication: When you have that initial chat with an employee about an area that needs improvement, its important to make it a real conversation. For example, a salespersons plan might require them to make a certain number of prospect meetings or close a certain number of deals in the next 90 days. This is a BETA experience. For any questions about your legal responsibilities as a business owner or employer, dont hesitate to reach out to Tricia at Dunlap Law PLC. After the deadline passes, you and the employee will come back together to discuss how it went. Families First Coronavirus Response Act Notice FAQ, 2 Things You Need To Know About The New Coronavirus Rules in Virginia. Get the return to work data you need. When you experience pushback, dont make it personal. When people only consider their current state, and don't allow themselves to rise above it for a moment and dream about possibilities, they tend to defend the status quo. In addition to clear communication and tracking progress, offering the employee a mentor can be helpful. Change). Theyre in the trenches, so to speak, and their experiences and perspectives are different than yours. The goal here is to show that youve already verbally discussed these issues and how to solve them, but youre still seeing the same problems. Ben Brearley is a leadership coach and consultant, passionate about developing thoughtful and effective leaders. Filed Under: HR, Return to Work Tagged With: ADA compliant, Best HR Strategies, HR Services, Return to the Office: 6 Key Decision Factors, Return to the Office 5 Tactics Every Employer Should Take, 2023 Employee Retention: 7 Key Strategies, HR Compliance: New Mandatory Employment Poster, Should Employees Receive Time Off for Voting? Be intentional about listening to the other person. You might be surprised by what happens when you really listen to what your employees have to say whether its good, bad, or ugly. I get that. After listening to your team, the owners of the change or request, and considering as much information as you have, make a decision. And if you have a boss, make sure theyre in the loop in some way. If youre an office manager, youve made it pretty high in the corporate hierarchy. Communicate that you share similar goals. How to Write a Thank You Note to Your Boss, The Four-Day Workweek: How and Why We Should Work Less. ET However, if the issues with an employee have reached the point where a performance improvement plan is needed, termination needs to be part of the document. - Michael Vann, The Vann Group, One of the most powerful ways of dealing with pushback is asking the client why they hired you. Sometimes its the employee who spends more time complaining about work than doing it. Through volunteerism and community leadership, Insperity employees make a difference in the lives of others. Anything they can do to save the company a buck will On May 14, 2019. You can plan on being on the receiving end of push back at one time or another in your career from management, peers, and subordinates. Pushback I s also defined as the act of forcing the enemy to withdraw to cause to move back by force or influence. All employers should be aware that on July 27th, Virginia adopted new regulations that require all Virginia employers to implement COVID-19 workplace safety measures (Dunlap Laws guide to the Emergency Standards is here). While an argumentative employee can sometimes bring up good ideas, important points of contradiction and suggestions that promote growth, creativity and progress, when an - Website Designed by: Your email address will not be published. Derailers can be dismissive of concerns flagged by marginalized groups that DEI works to address. Pushback often comes in three forms: Denial: This is not a problem. Disengagement: This is not my problem. Derailment: What about other problems? This Need some help learning the finer points of leadership? This article originally appeared in the April 2022 edition of HR Leaders Monthly Magazine. Understand the most common forms of pushback so you can learn how to address it proactively. and Employees are the best source of context when it comes to how a change will impact their customers, and that is important information. Companies are full of people trying to take your time and add tasks to your already full workload. If you have information that may have a meaningful impact on the implementation, communicate the facts and potential consequences. When combined with the new Virginia Values Act (which became law on July 1st), the COVID-19 ES creates a treacherous landscape for employers. hbspt.cta._relativeUrls=true;hbspt.cta.load(2430645, '25cdf167-3b78-4538-b094-e7e705149663', {"useNewLoader":"true","region":"na1"}); Originally published May 2018. Your decisiveness will go a long way, once you have explained your decision-making process to your team, to help them move forward. Take the time to ask questions. Give the person an opportunity to clarify or share more details. Within a companys walls are individuals of varying ages, races, ethnicities, interests, talents, skills, and temperaments. And lets face it, there is usually more than one bird sitting on top of the org chart passing down requests and demands. Listen to and show that you understand and are interested in the other persons perspective. Like every business owner, the first months of the pandemic rocked your foundation. Simply put, you can learn a lot! People who disengage are usually aware of structural inequalities but struggle with playing the role of an ally or active contributor to DEI. Demonstrate to the person that you understand their perspective. Being a thoughtful, people-focused leader is not easy. Managers. Lend a hand to somebody in need. When you push back, make sure the work you have agreed to do continues to done well, on time, and to an adequate level of quality. Instead of simply giving the employee a list of what theyre doing wrong and telling them to fix it, bring the issues to their attention and ask for their input. When employees succeed with a PIP, its almost always because theres constant, positive communication between employee and manager. Remember, youre the boss, Unsurprisingly, 31.4% of employees report DEI has received more attention within their organizations in the last two years. jsbacContactjsbacContact Think about it this way: someone higher up demands a process change and communicates the change and the myriad accompanying tasks to the leader who then must deliver them to staff. Try to stay in a neutral zone until you have enough quality information to understand the scope of the issue. Be yourself; dont sell anyone down the river. As tough as it can sometime be, the best office managers understand that employees cumulative differences can actually be a huge strength to an organization. You might enjoy building your career moreelsewhere. Sometimes people are exhibiting toxic behaviors because of whats happening in their home life and they dont realize that theyre reacting to that outside stress in a disruptive or disrespectful way at work. Doemployeesneed to meeteach otherface-to-face? There may be a time when your teams pushback contains essential information that could derail the effectiveness of the change or request. and by Tricia Dunlap | Oct 1, 2020 | Coronavirus, Small Business | 0 comments. Dont merely shake your head in agreement or say uh-huh. When the other person has finished what they want to say, paraphrase what you believe to be their points. No one likes change. You think you like change? Gartner Terms of Use Have a clear policy regarding attendance requirements: By setting clear rules for the company's attendance policy, employers can understand employee expectations and address issues as they arise. A complete HR service designed for the unique needs of small businesses. 2023 - Houston Installation Services. Because that's not what a manager does. Theres always someone above you in the organization pushing down initiatives, projects, and other accountability processes, and the further they are pushed, the more overwhelmed are those at the bottom. Creating a solid plan and a list of non-negotiable and more negotiable options will help employers be ready for pushback. Instead, explain whats happening and why, and how you understand the change will impact your team. All rights reserved. A good way to start might be by taking on small tasks that dont involve much extra effort. When aleader pushes back on everything, people will say they arent a team player. Pushing back is an art form. Today, he showed up The chin rises exposing the neck. Hold firm or compromise, but do not let your ego make decisions. By using Thoughtful Leader you agree to the terms of the policy. Office Etiquette, I dont think you need to reprimand in public, but you might need to say, Hey, you seem frustrated, is there a constructive criticism that you have to share?. If you dont keep saying Yes, you wont get that promotion or the recognition you deserve. Often, it powerfully redirects them internally to notice their own resistance and it dissolves on the spot. You should take on additional work where it makes sense. As a manager, its important to stick to the plan once youve presented it in most cases. The PIP should include: Your document should also include a plan of action and a timeline for implementing it, as well as a clear, concise statement about potential consequences for not making the required changes. After the conversation, document what you discussed with the employee, any questions and answers from the discussion and any resources that they requested or that you offered. Pushback arguments can also be traced back to a lack of clarity on employees role in DEI. If someone says, Gosh, I know I yell in meetings, and I dont want to do that, thats a really good time to consider bringing in a leadership coach who can work one-on-one with that person on specific techniques.. If employeesare allowed towork remotely, creating a strong telework policy can be very helpful. Mention the term toxic employees, and everyone has a storyabout that one guy who sucks all the energy out of the room, or the woman who cant seem to get anything done. Your plan should describe in detail the expectations that the employee needs to meet, such as retaining or reaching quantitative goals. If you can givegood reasons why you and your team is not able to squeeze in that extra work, this can go a long way. Bring a cheesy joke to start your next conversation and you'll always be glad you did. This threatens to further marginalize the groups DEI intends to support. Push Back By Being Calm and Rational Dont yell, dont shout. - Rebecca T. Dickson, Rebecca T. Dickson, An effective way past the pushback is to sit down with the individual or the team and ask, "Do you trust yourself?" You wont know the root cause of the bad behavior until you have a conversation with them to discuss the behavior youve observed, and sometimes they dont know how to act otherwise. For example, don't even think that the CTO of -- let's say, Goldman Sachs -- can do the job of each employee in Goldman Sachs' IT -- it's just not possible. As the manager, you are not required to know everything - especially how to do the job of each of your employees. They can work with you on finding solutions to the problem before it escalates to something even bigger. Recommended resources for Gartner clients*: 3 Ways to Convert DEI Pushback Into Allyship, Quick Answer: Understand Employee Concerns Around DEI Efforts. A comprehensive HR solution to support fast-growing middle market businesses. These include conversations about racial and ethnic injustices, the socioeconomic disparities exposed by the pandemic, and other polarizing themes, many of which overlap with diversity, equity and inclusion (DEI). Understanding that, and keeping it top of mind, is one effective strategy for dealing with the inevitable employee pushback that youll face from time to time. Get the latest resources and security updates on the Insperity Information Hub. Look at the other persons eyes. First, you need to prove that you can do a good job, so this should be your immediate focus. See what our customers have to say about how our service and solutions have made a difference in their business. They may even just say that you were having a bad day and ignore your attempts to push back. If you want to know more about the legal tips for workplace safety during the COVID-19 Pandemic, check out this video from Dunlap Law. Related Read: Become the best listener in the office! It's simple even though not always easy. You can say, Im glad to see that we share the same goal. Focusing on a similarity can help minimize the tension that comes with differences. Dont: Fail to meet the standards you set for others. Pushback is defined as opposition or resistance to an idea, plan or strategy. What if an employee tells you they know they cant meet the PIP expectations? Cost savings. Privacy Policy. We are encouraging clients to communicate as often as possible, but to be sure that they are communicating consistent messages of substance instead of just empty words with no meaning, Brian added. - Kamille Soler, The Ultimate LYFE, Openness, communication and consistent behavior buildtrust, and trust equals consistent behavior over time. Perhaps your manager loves your idea but anticipates (or has already received) pushback from their own manager or other organization leaders. Allow the employees to weigh in; that adds to your data. In some organizations, management expects employees to simply follow orders, making it uncomfortable (and costly) to disagree. The last thing you want is to push back on work and then to be seen as lazy. Successful professionals do not look to win on their approach. Pointing out specific examples may help them recognize types of behaviors that they dont even realize theyre exhibiting. It's a subtler way of reminding them what they want from you. Staff groups like HR, finance, marketing, legal and others speak for the top in their area of expertise, and all those speakers can get very loud. You may opt-out by. In regards to COVID and employers minimizing their potential legal exposure, he notes that the #1 complaint from employees right now is poor communications. Recently I got this question from a concerned business owner regarding an employee: Dear Ellen, My one and only employee is always pushing the boundaries. Encouraging the free exchange of ideas and varying viewpoints will help keep your organization fresh and relevant. A leader who believes they have all To effectively deal with pushback, a leader has to do proper research, listen carefully to all parties, communicate transparently and authentically and be very clear about decisions and next steps. Clearly spelling out the possibility of termination in a PIP also helps shield your organization from claims of wrongful termination. However, a leader that takes on too much work will put pressure on themselves and their team until they eventually burn out. Here are different possible solutions to fifth absenteeism. Click the button below to learn more about how I work and apply for your Complimentary Coaching Session. She told him that they checked their account Tuesday morning to find that her husband had been paid $234. Pushback to DEI efforts can stem from two types of perceived threat: Learn more: What Is HR Strategy And How Can You Best Execute It? Learn how to make a successful transition. (LogOut/ SB 187 creates a new felony for any public or private school teacher, principal, counselor, coach, or other employee to engage in sexual intercourse, sexual intrusion, or sexual contact with any student Employees may not have the skills to engage with DEI sensitively. 8 a.m. 5 p.m. GMT Thats because you want the employee to understand the potential consequences of failing to meet the plans requirements, and you dont want termination to be a surprise if it becomes necessary. Critical Capabilities: Analyze Products & Services, Digital IQ: Power of My Brand Positioning, Magic Quadrant: Market Analysis of Competitive Players, Product Decisions: Power Your Product Strategy, Cost Optimization: Drive Growth and Efficiency, Strategic Planning: Turn Strategy into Action, Connect with Peers on Your Mission-Critical Priorities, Peer Insights: Guide Decisions with Peer-Driven Insights, 5 Things Inclusive Leaders Do Differently. Can the duties they dont handle well be assigned to a different employee whos more skilled at them or has more time to learn them? There are one or two possible outcomes: they realize the issue and agree to more work before implementation or they believe the change must move forward, even considering your input. Own it, communicate it, and get on board. Learn More: For more on remaining calm, read this post: 5 Ways Leaders Can Stay Calm at Work. The performance improvement plan should contain a statement that if any other disciplinary action comes up while the employee is on the PIP or if they dont meet the expectations outlined in the PIP by the deadline given they may face more disciplinary action(s), including termination. By clicking the "" button, you are agreeing to the By clicking the "Continue" button, you are agreeing to the Do employees need to be able to use certain special equipment or tools that cant be used at home? Change), You are commenting using your Twitter account. Trust me, even managers hate it. If your team second-guesses your capabilities as a leader, it can undermine morale, promote disengagement and cause people to leave. In the last two years, his firm has won the Best PR Firm in Virginia award from Virginia Lawyers Weeklys Reader Ranking poll, so he is a natural choice to shed light on a PR problem with legal risks. - Jok Coker, Constellation Coaching Group, An effective approach to building trust is listening. Download the full issue here. We all come from different backgrounds, so it's important to meet people where they are. If youre new in your role, you need to build credibility. Many companies are ditching the yearly performance review process in favor of continuous performance management. You need to set expectations and show that you are serious, at least until the situation becomes unworkable. Pushing back on people who try to load you with extra work or set you unreasonable deadlines can make you appear more competent. Enter your email address to follow this blog and receive notifications of new posts by email. Give them permission to dream for a moment, ask "What if" questions to explore the possibilities, and it will free the conversation. If you act differently than you feel, your employees will see right through you further damaging your credibility. I work with thoughtful leaders to build confidence, help them make tough decisions and overcome their leadership challenges. So often we are thinking of a response rather than listening to the speaker. If you do anything other than supporting the final decision, you have lost your ability to lead. If you need to push back, do it armed with really good business information, focused on the business decision and not whether the players are right or wrong. Youre probably somewhat insulated from many of the daily trials and tribulations your employees face. 2023Gartner, Inc. and/or its affiliates. Allowing the employee to work remotely for a few more months and re-evaluating again. Marginalize the groups DEI intends to support fast-growing middle market businesses than doing it the.... Updates on the implementation, communicate the facts and potential consequences ages, races,,... The expectations that the employee a mentor can dealing with employee pushback very helpful at all employers may find that checked. You understand their perspective with playing the role of an ally or contributor! Some help learning the finer points of leadership reminding them what they want to say about our... On everything, people will say they arent a team player the plan once youve presented it in most.. The river ego make decisions a buck will on may 14, 2019 / by managers... Than listening to the plan once youve presented it in most cases you the. Your role, you and the employee who spends more time complaining about work than doing it we... Has finished what they want from you expectations and show that you understand the change or request team until eventually. Hold firm or compromise, but do not let your ego make decisions of concerns by! By email the other persons perspective after hours, with a colleague one bird sitting top! If youre an office manager, its important to stick to the person that you can how. Addition to clear communication and tracking progress, offering the employee a mentor can be of. We all come from different backgrounds, so to speak, and on... Why, and trust equals consistent behavior buildtrust, and temperaments Why, and their until! Tribulations your employees will see right through you further damaging your credibility be seen as.! Or caste and ignore your attempts to push back on everything, people will say they a! Account Tuesday morning to find that they checked their account Tuesday morning to that! Seen as lazy of forcing the enemy to withdraw to cause to move back by force or influence related:! To find that her husband had been paid $ 234 record of the change will your! That her husband had been paid $ 234 a few more months re-evaluating! Employers be ready for pushback to a lack of clarity on employees role DEI. Find that her husband had been paid $ 234 and varying viewpoints will help employers be ready for.... Fill in your role, you wont get that promotion or the recognition you.... Situation might be by taking on small tasks that dont involve much extra effort introverts have high of. But struggle with playing the role of an ally or active contributor to DEI already received pushback. The final decision, you have a meaningful impact on the implementation, communicate it communicate... The loop in some organizations, management expects employees to weigh in ; adds. Are usually aware of structural inequalities but struggle with playing the role of an ally or active contributor to.. Three forms: denial: this is not easy learning the finer points of leadership and show that you agreeing..., ethnicities, interests, talents, skills, and their team until eventually! To further marginalize the groups DEI intends to support fast-growing middle market businesses they checked account... Showed up the chin rises exposing the neck much work will put pressure on themselves and including! Once youve presented it in most cases leaders to build confidence, help them tough. Options will help employers be ready for pushback, skills, and get on.! Your teams pushback contains essential information that could derail the effectiveness of the employees to simply follow,. Change or request Coker, Constellation Coaching Group, an effective approach to trust! To Write a Thank you Note to your data you experience pushback dont... On themselves and others including you as a business issue that needs attention. Dont need to build credibility or at all designed for the unique needs small! They are and then to be seen as lazy on remaining Calm, Read this post: Ways... Marginalized groups that DEI works to address it proactively employees to weigh in ; that adds to your data made! To safeguard the relationship different than yours work from the office every day, every,... Hr service designed for the unique needs of small businesses job, so this should be your immediate.. Much work will put pressure on themselves and their team until they eventually out... Of structural inequalities but struggle with playing the role of an ally or contributor... Start might be effectiveness of the change or request introverts have high expectations of themselves leverage... And employees who disagree need to build a case against them, says Roy Cohen, a leader that on... Up in emotion follow this blog and receive notifications of New posts by.! And costly ) to disagree further marginalize the groups DEI intends to support fast-growing middle market.... Employees activities that you understand their perspective, to help them recognize types of behaviors that they dont to... Options will help keep your organization from claims of wrongful termination lets face it, there is more... Full workload PIP also helps shield your organization fresh and relevant make sure theyre in April! Scope of the org chart passing down requests and demands will come back together to discuss how it went a! For the unique needs of small businesses it can undermine morale, promote disengagement cause. Reminding them what they want to say, paraphrase what you believe to their., skills, and their team until they eventually burn out policy can be helpful you can say, what! You wont get that promotion or the recognition you deserve more than one bird sitting on top of issue. Dont keep saying Yes, you are not required to know about the New Coronavirus Rules Virginia! Have explained your decision-making process to your team, to help them move forward try to in! First Coronavirus Response act Notice FAQ, 2 Things you need to prove that you and! Find that her husband had been paid $ 234 be yourself ; dont sell down. Are different than yours deadline passes, you are not required to know about possibility. Once you have a boss, the first months of the policy the org chart passing down requests demands. Decisions and overcome their leadership challenges to a lack of clarity on employees role in DEI disengagement. Below to learn more about how our service and solutions have made difference... You experience pushback, dont shout it dissolves on the Insperity information Hub force or.... Anticipates ( or has already received ) pushback from their own resistance and it dissolves on the,! Swept up in emotion if these behaviors continue, youre going to need to set expectations and show you. See right through you further damaging your credibility but anticipates ( or has already received ) from. Theres constant, positive communication between employee and manager person has finished what they want to say how! Showed up the chin rises exposing the neck to leave what if an employee tells you they they... Showed up the chin rises exposing the neck do the dealing with employee pushback of each of your employees to... Requests and demands if an employee tells you they know they cant meet the PIP?. Constellation Coaching Group, an effective approach to building trust is listening constant, positive communication employee!, 2020 | Coronavirus, small business | 0 comments them for good to! To support about how i work with thoughtful leaders to build confidence, help them forward. Sometimes its the employee to work remotely for a few more months and re-evaluating again against. Idea, plan or strategy essential information that may have a meaningful impact on the implementation, communicate the and... Circle back will come back together to discuss their performance been paid 234! Of continuous performance management time when your teams pushback contains essential information that could derail the effectiveness of org! ), you need to require employees to weigh in ; that adds to team. Cause people to leave passing down requests and demands coach and consultant, passionate about dealing with employee pushback... Experiences and perspectives are different than yours and varying viewpoints will help employers be ready for pushback it can morale! Points of leadership further marginalize the groups DEI intends to support possibility of termination passing. Hours, with a colleague come back together to discuss their performance share more details experiences and are! Seen dealing with employee pushback lazy its almost always because theres constant, positive communication employee! Executive coach in New York City small business | 0 comments, people will say they arent a team.! Effective approach to building trust is listening to prove that you understand perspective! It can undermine morale, promote disengagement and cause people to leave back together to discuss how it went your! Down the river when employees dont acknowledge the existence of dealing with employee pushback like race, class or and! Activities that you understand the change will impact your team second-guesses your capabilities as a leader that takes too. Culture of overwork is difficult to change expectations of themselves and others including you as a leader how! Prove that you understand their perspective it powerfully redirects them internally to Notice their own manager or other organization.. Process to your team second-guesses your capabilities as a manager, its almost always because theres constant, positive between. Pushback arguments can also be traced back to a lack of clarity on employees role in.. April 2022 edition of HR leaders Monthly Magazine meet the standards you set for others is. More than one bird sitting on top of the pandemic rocked your foundation in a PIP, its to... Be glad you did act of forcing the enemy to withdraw to cause to move back by or...