When dealing with problematic employees, product-ivity decreases, frust-rations rise, morale goes down and customers and vendors get upset. Here are five steps of handling difficult employees.
Do not ignore the problem: Most often, managers will simply ignore the problematic staffers hoping the problem will just go
away. But ignoring the situation is the wrong solution to what could likely become a progressive problem.
Intervene as soon as possible: It is important to take action as soon as the neg-ative behaviour pattern becomes evident. If left untouched, this problem will only escalate.
Research the problem personally: Armed with accurate data and examples, the manager needs to then take this person
into a conference room or office — away from others. If the employee is ‘unaware’, the manager needs to describe the unacceptable behaviour.
Help the problematic employee get back on track: Once the employee begins to understand that these negative behaviours are real and experienced by others in the organisation, the manager or someone from human resources should begin to coach the difficult employee in displaying more appropriate behaviours.
If all else fails, termination may be necessary: If the employee continues to deny his inappropriate behaviour and refuses to try to improve the situation, the manager needs to place this person on the fast track towards termination. Not doing so is a diss-
ervice to the problematic employee, other employees and the success of the organisation.