Dealing with Difficult Employees: Nip it in the bud!

People rise and fall to meet your level of expectations for them.
John C. Maxwell

It’s human nature to avoid what is painful, regardless if the pain is physical, emotional, financial, or even at work.

Do any of these sound familiar in your workplace?

  • tardiness
  • bickering
  • absenteeism
  • micromanaging
  • backstabbing
  • employee turnover
  • rules are not followed
  • you walk on eggshells
  • cliques have formed
  • employees team up against others
  • fingerpointing
  • the workplace is stressful and chaotic
  • you move or reassign a problematic employee
  • you have a Drama
  • Gossip
  • you are held hostage by employees
  • people say one thing yet do another
  • requests are ignored
  • poor morale
  • Finally, things appear to be getting worse rather than better?
If any of the above are present in your workplace, then it is time for ACTion.

People rise and fall to meet your level of expectations for them.
John C. Maxwell

This dysfunction prevents your organization from achieving its goals. Even worse, if left unchecked, it could create a hostile work environment. Your employees know precisely what is going, who the instigator is, and are watching you! You must ACT.

You have two choices.
1. ACT, quell the dysfunction, unit your Team, improve morale and get back on track to serving your clients and achieving your goals.
2. inACTion shouts even louder, demonstrating to everyone your inability to lead, your favoritism and selfishness, and your disregard for your Team and the Clients you serve.

The cure is ACTion!

Without a doubt, managing your workforce and engaging in difficult conversations are some of the most demanding and most challenging tasks a Leader will face.

To begin, set employee expectations and hold everyone accountable. Yes, this is much easier said than done! These are complex tasks, but delaying them magnifies the dysfunction and makes the “cure” even harder.
To make these conversations easier, stick to the facts. The facts are always more precise and fresher in everyone’s mind when current.

Don’t dig up things from the past.

 

Use the following formula:
1. State the employee’s defined job duties, your expectations.
2. Review the employee’s present behavior and the adverse effect it has on the business.
3. Coach the employee on the desired behavior and outcome.
4. Schedule a time to monitor their progress, that’s accountability.

Remember: Attitude Reflects Leadership, always!

Once your Team sees you are taking action and holding people accountable, they will take notice. After all, aligning and motivating your workforce is what an effective Leader does.