As an HR professional, one of your many responsibilities is smoothing out the "people problems" that inevitably arise in your organization.
Whether you're advising managers on how to rein in their difficult employees or dealing with the problem yourself, you must be prepared to effectively manage a host of personnel issues. Effective means helping the employees overcome their issues. Ineffective means the problem continues. It can also mean a disgruntled employee. And we're all aware that unhappy workers pose the greatest threat of an employment lawsuit.
Negativity can spread through your workplace like wildfire.
Stop it BEFORE it starts!
Here's useful advice on how to solve six common employee problems, which you can also pass on to managers who seek your guidance (or who throw an uncomfortable situation your way, so you can hand it back to them—tactfully):
1. Five-Fingered Freddy
Problem: Even honest employees who would never dream of stealing money out of the petty cash drawer may not think anything of occasionally taking notepads, a box of pens, blank CDs, and other office supplies home with them. Over time and over multiple employees, these items add up to big losses.
Solution: There are two steps you need to take. First, you need to address the issue directly with employees. Communicate that taking items of nominal value amounts to theft and is a disciplinable offense. You may open some eyes to the fact that what they're doing is wrong, and other eyes to the notion that you're on to them and if they continue to take these items, there will be consequences.
Second, you need to put theft prevention measures in place if you can't count on employees to control themselves. Someone must be put in charge of conducting routine physical inventories and tracking supply use. Someone must also be tasked with approving supply requests before orders are put in. Finally, keep the supply room locked so employees can't gain access without a member of management present. An alternative is to keep the supplies in a central location, in plain view, so it's obvious when someone takes something.
2. Constance the Complainer
Problem: An employee's complaining has started to noticeably eat into work time.
Solution: You're not paying employees to complain, but that doesn't mean you can completely prohibit them from doing so during work hours. While your intent may be to get the employee back to work, it may look as though you are trying to silence a disgruntled employee. And that could run afoul of the National Labor Relations Act (NLRA), which protects workers' right to complain about terms and conditions of employment.
3. Battling Bettys
Problem: Two employees just can't get along. For whatever reason, they don't like each other. They refuse to interact with each other if they can help it, but sometimes it can't be helped. The tension is thick enough to cut with a knife.
Solution: If you've determined that there is no basis behind their conflict that requires company intervention (e.g., bullying, racial animosity), and it truly is a personality clash, take no prisoners. They are adults, and they should act like it. You need to sit down with the combative employees and explain to them that they need to grow up and get over it. And if they can't put aside their differences, they need to find new jobs. Don't allow them to point the finger at each other. Force them to focus on their own behavior and what they can each do differently to smooth over their work relationship. You can't make them like each other, but as their employer, you can expect them to be professional, work to the best of their abilities and display positive attitudes.
Negative employees can suck the morale and productivity out of an office like nothing else. But you don't have to just sit and take it. Join us Tuesday, November 15, for Keep Negativity from Infecting Your Workplace to restore a happy, thriving environment.
4. Musical Mary
Problem: An employee says she works better while listening to music, so she brings her iPod to work. She wears headphones, so she doesn't disturb those around her, but because she constantly has them on, she is difficult to communicate with.
Solution: Listening to music at work is a privilege, not a right, so you can impose restrictions for the good of your business operations. Require that employees:
- Keep the volume level low so that it does not impede with others trying to communicate with them
- Remove their headphones when approached by any manager, employee or client, no matter how brief the exchange
- Not walk around the office, attend meetings or meet with clients while listening to their music devices.
5. Bad Attitude Barry
Problem: An employee has been with the company for years and does excellent work. The problem is his extremely negative attitude.
Solution: Telling the employee he has a bad attitude is not enough. You need to point out specific behaviors and how they affect the workplace, make clear that they need to change, and provide a time frame for making improvements. If this is the first time you've broached the subject, discipline is not appropriate, as he's never been warned that his behavior will not be tolerated; however, do warn him that he will be disciplined if he does not show immediate and sustained improvement.
6. Gabby the Gossip
Problem: The office grapevine is alive and kicking thanks to this employee. She is either the source of the gossip or she helps spread the news around.
Solution: If gossips aren't stopped, their loose lips can take a toll on company morale and put a dent in employee productivity. If the information being passed along is confidential in nature, discipline accordingly. Otherwise, discourage office gossip without sounding as though you're trying to prevent employees from talking to one another altogether.
Everyone gets grouchy at work sometimes. But chronic negativity is something else. Co-workers who are ALWAYS nasty and complaining are more than a minor irritation. They can sap the very lifeblood out of your workplace.
That's why we created Keep Negativity from Infecting Your Workplace. In this effective webinar, Dr. Marie McIntyre will share her time-tested techniques for restoring a positive attitude among your co-workers. The recording includes the following key topics: - 6 signs that your office may be infected with negativity
- The hidden costs of a chronic negativity problem
- Diagnosing the cause: What makes some people so negative?
- Employees from the dark side: whiners, complainers, critics and pessimists
- Active troublemakers: tattletales, gossips, bullies and rabble-rousers
7 effective weapons in the war against negativity- How you may actually be rewarding your employees' negative behavior
- A 5-step behavioral coaching process that really makes an impact
- How to re-engage resentful employees by flipping their "motivational switch"
- Using the Team Turnaround process to "disinfect" an entire group
- Termination: when removing the cause is the only cure
- Recognizing systemic problems: 13 signs of a toxic workplace
- Strategies for saving your sanity in a toxic organization
With Keep Negativity from Infecting Your Workplace, you'll be able to boost morale and productivity, and slash complaints and turnover. Imagine how that will make you look as a manager. Register today!
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