Dealing with a difficult employee can be stressful for most managers. Showing up late for work, insubordination, failure to meet important deadlines, and frequent absence from work are some of the symptoms of problematic employees. As a manager, you will not only have to spend your energy to mend such employees’ ways but also to get to the root cause of their problems.
More often than not, the reasons for employees being difficult are very simple. A feeling of inferiority or of being unappreciated, or a thirst for more attention are common propellants leading to negative behavior among employees. Personal problems like divorce, a strained relationship with a boyfriend or girlfriend, and others, of course, can also not be overruled as potential causes for negative behavior patterns.
When confronted with a given situation, however, you should never assume the reasons behind your employee’s behavior or draw your own conclusions. Communication is the key. Be understanding and approachable to allow your employee to open up to you. Here are a few more tips on how to manage a difficult employee:
- When dealing with a problematic employee, you should try various means to mentor him or her. Document every misdeed and any coaching you provide, however, in the event that you need to justify your own actions at some point.
- Assign the employee roles and responsibilities in writing and in ways that are quantifiable so that there is no ambiguity when it comes to analyzing his or her performance, either for you or for your own bosses.
- Your responsibility is not to attack the difficult employee but to attack his or her bad behavior. If possible, try to learn the reasons for the difficult behavior. Although it is preferable not to interfere in anyone’s personal life, it becomes your responsibility to do so if personal problems are interfering with an employee’s work performance.
- If the difficult employee does not respond to your subtle hints, give him or her a clear warning of the consequences or disciplinary actions that could follow if he or she doesn’t improve his or her behavior or performance.
- Follow-up meetings are necessary before deciding your final course of action. Pre-schedule follow-up meetings and communicate clearly and in writing to the problematic employee about them. The employee must have an idea about how much time he or she has to reform and what to expect after that.
- Last but not the least, a few encouraging words can go a long way in managing a difficult employee. Ensure that you talk to the individual frequently and offer comforting words. Try to connect emotionally with the employee to help him or her open up about his or her problems.
A difficult employee can affect the performance of your whole team. Thus, delaying corrective action can simply cause more damage. Get to the root cause of the problems in order to try to bring the employee around without being judgmental. And in all cases, document all your actions and efforts towards the employee so that you will be able to justify your own actions if necessary.
