Managing Difficult Employees

Difficult employees need a special approach to manage their activity and productivity. What? Read in this article.

The Effective Means of Managing Difficult Employees

In every business, there is a set of difficult employees who can negatively influence the overall performance of their colleagues. Such employees are likely to be complaining about everything and anything in the organization. They are not content with how the management operates. Some even spend quality time advising the other staff on how they should fight for their rights. In other instances, they try to show employees how their leaders are taking them for granted. Some of these disruptive employees are difficult to be laid off as their exhibit exemplary performance. Thus, the management is obligated to make a wise decision on the steps to make towards them. Various scholars have suggested effective means of handling such employees. They include:

  1. Research on the reasons that make the employee difficult:

The first step is examining why the employee is termed as difficult This will help to answer whether it is the management that is wrong or the employee. Some of the issues that may be considered are poor performance and the general conduct. McCarthy (2016), who is a writer with The Balance, suggests that a manager should research on different sources to verify why the employee is considered difficult. The gathered information should be used to convince the employee why the management feels he or she should change. In the case the collected information requires professional advice; the manager can request the assistance of the Human Resource personnel. The HR manager can be of great benefits as he or she typically deals with the general welfare of the employees. Thus, they are more appropriate in handling the problems related to disruptive employees. The manager can proceed to organize a meeting with the difficult employee.

  1. Handle the problem with great concern:

Ignoring the problem of a difficult employee may create more future challenges in the organization. Therefore, the management should investigate and treat the problem earlier enough. Some people enjoy watching confrontations. However, managers should know that entertaining a disruptive employee can ruin the overall running of the business. Allowing the stated employee to continue creating chaos can demoralize the other employees. The situation is made worse in the instances where he or she comes into direct contact with clients. The difficult employee can create a bad image of the organization which may interrupt the overall business. After identifying the problem that makes the employee uncomfortable, the manager should come up with means of handling it. Tackling the problem is also an effective way of teaching the employee of the organization’s expectations. The manager can take advantage of this opportunity, and clarify to his employees the appropriate means of handling conflicts. The problem should be handled amicably in a collaborative discussion. This involves requesting the employee to make suggestions for solving the problem. Every manager should know that every problem should be solved by first understanding its cause.

  1. Making the employee understand why their behavior is difficult:

The manager should remain calm when elaborating to the employee why he or she needs to change. It is essential to show the employee that his or her conduct in office has a significant impact on the organization performance. McCarthy (2016) suggests two models for solving the problem. They include Situation, Behavior, and Result (SBR) and Behavior, Feeling and Effect (BFE). Any of these methods can be used to help the employee understand that the management is concerned. This opportunity allows the manager to elaborate his or her feedback on the employee’s behavior. Unfortunately, most managers avoid giving harsh feedback to their employees. However, this can be carried out by first reasoning well. The reasons given should lower the chances of employees defending themselves. It also gives them the appropriate information on the need for change.

  1. Put records of the discussion held with the employee:

It is always recommended to write the key points that are discussed with the difficult employee. The notes can later be used in the cases where the employee has become uncontrollable. A majority of managers are reluctant to let go the difficult employees as they don’t have any details to prove they’re guilty. However, having some notes can help to resolve the situation. Great managers understand the value of writing down important information discussed with any of the employees.

  1. Agree on the consequences if the employee fails to change:

Despite aiming to assist the employee, the interests of the company should always come first. Therefore it is crucial to make a decision in the case where the disruptive employee fails to change. Setting the consequences may act as the regulator. The results should be written down together with the time frame. An example is, “If there is no change of behavior from employee X on the date provided, the company will be forced to lay him off.” It is difficult for a staff member to change if he or she has not been given any warning.

  1. Be courageous when acting professionally:

Though firing an employee is the most difficult thing for some managers, sometimes it’s the only solution they have for safeguarding the company’s interests. In the case it gets to such point, the manager should act professionally. Great managers carry out the most difficult duties amicably. It is important to remember that one should value the business instead of the personal relationship with rowdy employees.

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