Handling difficult employees is a challenge that every small business owner faces at some point. Whether it’s dealing with negative attitudes, managing poor performance, or resolving conflicts, finding effective measures to handle these situations is important for maintaining a proactive and harmonious workplace, allowing your employees to focus on delivering great performance.
In this blog, we provide practical tips on how to deal with these challenges in the workplace effectively, especially within a small business setting.
1. Identify the Root Cause
Understanding the underlying reasons behind an employee’s difficult behaviour is the first step in resolving the issue.
For example, if an employee is consistently late, set up a private meeting to discuss their behaviour and listen empathetically to their concerns. They might reveal that they have a long commute and are struggling with childcare issues. By understanding the real reason behind their tardiness, you can work together to find a solution, such as flexible working hours or remote work options, to address the specific issue.
Sometimes, personal issues, misunderstandings, or lack of clarity in job roles can contribute to their actions. By identifying the root cause, you can personalise your approach to address the employees’ specific problem and develop long-term solutions rather than quick fixes.
2. Set Clear Expectations
All employees must be aware of the company’s policies, job expectations, and acceptable behaviours. Clearly communicate these standards during the induction and onboarding process and remind them regularly. Over time, employees may become complacent or less attentive to these standards.
By consistently repeating these expectations, employees will understand what is expected of them and they are more likely to align their behaviour with the company’s values.
3. Provide Constructive Feedback
Regular feedback is essential for employee development. When addressing difficult behaviour, focus on providing constructive feedback rather than criticism. Use specific examples to illustrate problematic behaviour and its impact on the team or business. Offer suggestions for improvement and be supportive in helping them achieve these changes. Most importantly, be honest, there is no point glossing over problematic behaviours for fear of upsetting your employee, this just makes matters worse for the whole team in the long term.
It is also important to remember to keep feedback private to avoid spreading rumors or damaging the employee’s self-esteem.
4. Implement Performance Improvement Plans(PIP)
If an employee’s behaviour does not improve after initial feedback, consider implementing a Performance Improvement Plan (PIP). A PIP outlines specific goals, timelines, and support measures to help the employee improve. Regularly review progress and provide ongoing feedback. This structured approach demonstrates your commitment to their success while holding them accountable for their actions.
5. Foster a Positive Work Environment
Creating a positive work environment can help reduce difficult behaviours. Encourage open communication, teamwork, and respect among team members.
Recognise and reward positive contributions, like praising someone for a job well done or giving small bonuses. Simple gestures like saying “Thank you” for a job well done can make a huge difference.
Address conflicts quickly and fairly to stop them from getting worse. It’s no secret that a supportive workplace can lower stress and boost everyone's mood and productivity.
6. Provide Training and Development
Investing in training and development can equip employees to improve both their soft and hard skills. Offer workshops on conflict resolution, communication, and stress management. Giving employees chances to grow professionally makes them feel valued and can ignite their purpose or passion and ultimately result in the positive behaviours you want to see.
7. Know When to Escalate
In some cases, even with your best efforts, an employee’s behaviour may not get better. It's important to know when to take further action. This could mean formal disciplinary action or even letting the employee go if needed. Make sure you know the legal and contractual steps you need to follow and document everything. Talk to an HR professional or legal advisor if you are unsure how to handle these situations correctly.
8. Lead by Example
As a business owner or manager, your behaviour sets the tone for the workplace. Lead by example by showing professionalism, empathy, and good communication. For example, be on time, listen to employees' concerns, and be clear in your instructions. When employees see these qualities in their leaders, they are more likely to follow them.
Handling difficult employees is never easy, but with the right strategies in place, you can manage challenging behaviours and resolve conflicts successfully. Take immediate and fair actions when issues arise; ignoring them will only make things worse and have a negative impact on your team.
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