In our previous blog post, we defined the concept of a ‘difficult employee’ as a person that has unacceptable behaviour and generates an uncomfortable environment within the workplace.
On this occasion we would like to share five tips for managers who are dealing with this issue.
Listen to your staff.
Be available for them. Hold a one-two-one meeting with the staff member to ask if everything is OK in their personal life and at work. There may be a problem in their life that they are dealing with and therefore this is affecting their behaviour.
Always keep conversations and incidents well documented, even if it’s just a file note.
You may need these as evidence later if things get out of hand and they need to be disciplined.
Set consequences if things don’t change.
Make clear consequences of actions, so employees know exactly what will happen if they break the rules.
Remind the employee that a part of their job performance is measured by how well they contribute to the organization’s success. Your suggestions should be objective, realistic and helpful.
Don’t ignore the conflict.
This is the most important. It is bad for the business to ignore the problem. Their bad attitude and actions can affect other employees, especially if those employees take on extra work to avoid interacting with that person.
Each situation is particular and unique, but we believe that with the correct strategy and tools you will be prepared to solve the problems and success.