Management – Getting The Best Out Of Others Plr Ebook

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The problems caused by one employee can easily undermine the achievements and positive attitude of the team as a whole. Although the ultimate sanction is terminating the individual’s employment, there are steps to take before reaching that stage.

Hire the right people – Problem employees should not be a big issue if sufficient resources and time have been spent in the candidate selection process. This means that references should always be taken up with previous employers, and the candidate’s job history scrutinized.

Frequent changes in employment can indicate either a restless individual who does not easily settle, or someone who is “encouraged” to move on from jobs. Problem employees are not always fired; in fact, the conditions for getting rid of a troublesome soul may include giving them an unreasonably creditable reference.

Confront the problem ASAP – Managers must deal with problems as they arise, and not wait for the official evaluation process to address issues. It may be that the individual does not realize the problems they are causing, and it only takes a moment to point it out and effectively remedy the situation. However, before this moment happens, there are preparations and investigations that a manager must make.

Investigate the problem – Although some problems will be glaringly obvious, others may not even be apparent to the manager until another team member speaks up. Bear in mind that the word of one person should not damn another’s reputation. If only one person perceives there to be a problem, you may be dealing with a personality clash where both parties are to blame. It is essential that you do your homework to establish the facts.

Gossip and hearsay are not a good basis for taking disciplinary action, even on the most informal level. Make sure you have exhausted all sources of information before you confront an employee. Managers need to be sure of their ground.

Plan your approach – The smart manager will ensure that they have planned how they will deal with the problem employee. This involves making enough time, choosing the right time, selecting a place where you won’t be interrupted, and considering whether you need an HR representative present. You should also avoid calling employees out of the workplace in full sight of the rest of the team. This is embarrassing, and is a terrible start to any discussion.

Assess if you may be part of the problem – It may be that the problem has been partly caused by the manager who is about to confront the situation. This will only exacerbate the problem. Few employees will feel able to openly criticize their manager for fear of reprisals, but unless such resentments are brought out into the open, the situation cannot improve.

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