5 Steps to Manage Difficult Employees
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- čas přidán 23. 07. 2024
- Managing difficult employees is hard work as a manager. In 5 Steps to Manage Difficult Employees, I take you a tried and tested approach that makes managing difficult employees a lot easier.
Dealing with problem employees, poor attitudes, disruptive behaviour, or poor quality work is emotionally and energy draining. Even worse is problem employees that work very well and deliver results yet are nightmares to manage.
The worst thing you can do with difficult employees in the workplace is do nothing. You must take action and do this in a fair way. When thinking about how to manage difficult employees also think about being fair to that person in the eyes of the remaining team members. If you are not, they will be thinking when will it be my turn.
The first step with problem employees is to find out why they are causing problems. Only in a small percentage of cases is that person being difficult for the sake of being difficult. Being difficult is usually a symptom of other issues.
When managing difficult staff, it is essential to set you expectations clearly with the person. Put them in writing so you both have a reference point.
Then think about how to coach difficult employees to give them the best chance of improving their behaviour or work. This is a really important step in dealing with difficult people and as you are giving the tools to improve and showing you are being fair to the rest of the team.
Don’t beat around the bush when dealing with difficult people - give then honest clear feedback on what is going well and what still needs improving. This gives them the best chance to make changes.
If taking the steps outlined so far doesn’t result in consistent improvement, then you should not allow the status quo to continue. Take action. Managing problem employees into a more suitable role within or external to the business may be a necessity for them, you, and your team.
Difficult employees are definitely a test of your management skills. Take action in a fair support way and more time than not you will get a good outcome for everyone.
Good luck.
00:00 Intro
02:45 Find out why
04:37 Set Expectations
05:57 Coach and Mentor
07:06 Give honest feedback
08:15 Take Action
10:55 In Summary
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If you have any comments on the steps included in 5 Steps to Manage Difficult Employees, please leave them below and we will reply.
Please let me know what difficult situations you have faced and what I can cover with future videos to help you with these - many thanks
I manage program directors. I have one director who has a staff who was rehired after being away for a few years. She was not the director during his first stint. He has now been complaining about everything and going to the Union for very frivolous reasons. He is so negative that he's trying to get others to jump on that bandwagon of negativity. How can she deal with him without mentioning his constant run to the union?
I’ve got news for you: This approach may help with someone struggling with poor leadership but it won’t do anything with an employee with a bad attitude. Those employees need to be replaced. It’s that simple.
My question to you is "why does the employee have a bad attitude?" If this is their disposition and they are not willing to change, then replacing might be the only practical option. What if they were happy and then something at work or outside work upset them, causing their bad attitude. Should they be replaced? What if you don't have a steady stream of talented people to hire easily and cheaply? How to do you replace the knowledge and skills walking out the door easily and cheaply. I don't feel everything is black and white. Why waste talent, time and resources if a better way can be achieved. I have had a couple of employees with bad attitudes that turned into brilliant team members as well as some that had to be replaced.
@@Enhancetraining sadly this is difficult to answer. We live in a world with an eroded culture and a culture of entitlement.
Our culture is definitely changing and I agree that too many people feel a sense of entitlement which hinders them doing well at work
Very helpful!
Glad it was helpful!