In each problem
situation, examine yourself
as well as the employee(s).
Often
employees give their managers
a difficult
time -- they seek out the
manager's weaknesses
and try to
exploit them.
They may
do so for personal
amusement or
for the attention /
entertainment of
their co-workers
Examine
your weaknesses -- ask
those you trust
to help discover them.
You may find the key
that allows your
staff / employees to
exploit a
vulnerable point.
A minor
change/adjustment may help
solve a major
problem.
If an employee is
always late or projects are
never ready by deadline
-- request a
private conference.
Explain
your concern, but also inquire
to the reasons...
Are
there problems that you are
unaware of etc...
Determine
attitudes that influence
the situation
Ask the
individual to determine
a plan that he/she
will follow to
correct the
problem; and set up a
time to meet again to
review the
progress. If the
individual establishes
the plan, it will
usually be tougher
and more likely to be
followed.
Remember, replacing
an
employee is costly in
terms of
time, investment and
training.
A small investment of time
now
may result in a new and
"improved" employee.
Document
your meetings and
findings in the event
that the
situation does not
improve and
you ultimately need
to terminate
the person.
Remember when you
allow comments/
complaints to be made
and passed for truth
without verification,
you will likely lose the
respect and loyalty
of your staff.
Before taking employee
complaints and/or
comments as truth
without verification.
ALWAYS get both sides
(and more) of all
"stories."
Often an innocent
employee is penalized due
to the under-handed
activities of the
complaining employee.
The tenure of the
employee(s) should not be
taken in account
when determining the truth.
Long-term
employees can be just as
guilty of this as
new employees. Often
an older employee
has gotten away with this
in the past and
continues to sabotage
co-workers because
of their tenure... and
the fact that they have
gotten away with in
the past.
Before the
problem spreads (staff taking
etc.) bring the
involved parties
together, face-to-face, and
arbitrate the
problem. Have them
stay in the room until
they talk it out and
jointly agree on a
method(s) to resolve the
problem.
Set a
follow-up meeting(s) to make
sure that the parties are
abiding to their
agreement.
A little
time investment early can prevent
a situation in which
this "festering" could
spread throughout and
influence your entire
staff.
Try to determine
causes, and in turn, work out
a reasonable solution(s).
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