With some employees, the problem isn't a matter of ability, it's a matter of attitude. This can manifest itself in everything from quiet disobedience to outright insubordination.
How should you respond? Rather than becoming entangled in a debate about the employee's dysfunctional attitude, address the situation strictly as a behavioral problem. That way, it's not only easier to resolve, but also a better way to make a case for dismissal.
How do you react when faced with poor-performing or disruptive employees? Unfortunately, too many managers simply play ostrich, sticking their head in the sand and hoping the situation improves. The result: problems worsen, morale deteriorates and productivity takes a major hit. Don't let this happen in your organization!
Follow these steps to handle an employee with an attitude problem:
1. Document the behavior.
Write down specific verbal and physical behaviors and actions that concern you, hurt team morale, damage productivity or reflect badly on the organization. Don't forget to record nonverbal behaviors, such as rolling eyes, clenching fists and staring into space.
2. Narrow the issue to the precise problem. Identify exactly what type of behavior the attitude has caused. This list may help:
- Carelessness
- Complaining
- Disruptive or explosive conduct
- Inattention to work
- Insensitivity to others
- Insubordination
- Laziness
- Negative/cynical posture
- Surly/inconsiderate/rude talk
- Excessive socializing
3. Record the frequency of such misconduct and how it affects work flow and colleagues' performance. List good business reasons why the behavior must end.
With this entertaining and informative audio recording from her popular webinar, expert trainer Amy Henderson will teach you and your supervisors a series of practical, real-life tools to handle even the toughest problem employees. Problem Employees: Coach 'Em, Discipline 'Em, and Turn 'Em Around.
4. Meeting with the employee. When you sit down with employees to discuss attitude problems, try to determine whether they have a reason for their behavior. Is it a grudge against you or against the company in general? If you can't get to the root of the problem, don't think you can't resolve it.
5. Describe the behaviors you won't tolerate, and tell the employee firmly that those behaviors must stop. Too often, managers fail in their counseling efforts because they skip this (sometimes uncomfortable) step. Also, make sure the employee understands why the behavior must end. Explain how it's causing a problem.
6. Follow up with a description of the preferred behavior, such as cooperation, helpfulness and courteousness. Don't feel bad about being direct. Every manager has the right to demand that employees behave in a courteous and cooperative manner.
7. Give the employee the opportunity to speak. The person may be unaware of what he or she is doing or not realize how it impedes other people's work. It may also turn out that the attitude problem is a symptom of a more serious problem that needs referral to the employee assistance program.
Problem Employees: What's your tactic?
This audio recording focuses on practical, hands-on solutions—not theory! Amy quickly walks you through a series of five real-life scenarios, explaining how to discover the root cause of the problem and the manager's proper response.
Discover the essential steps to deal with problem employees quickly, appropriately and effectively. You'll learn: - The two types of poor performance—and why it's important to know the difference.
- The correct steps for "diagnosing" problems before trying to reach a conclusion (avoid "management malpractice").
- How to avoid a common trap that prevents managers from staying objective.
Specific words to use in employee coaching meetings—words that focus on the situation, not the person!- An easy, yet powerful, tool for tracking employee performance (No smart manager can do without this!).
- Four "coaching points" to include in every employee discussion.
- How to foster ongoing employee feedback throughout the year (As Amy says, "Discussing performance only during the performance appraisal is like dieting only on your birthday and wondering why you're not losing weight!").
- How to know when to terminate—8 questions to ask.
- And much more!
Order Problem Employees—and start "fixing" your problem employees today!
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