Almost every manager has dealt with a problematic employee at some point in his or her career. It is an inevitable part of every managerial position. In every organization, there is that one employee who does not perform well does not get along with other employees, or does not do what they are expected to. The most unfortunate thing is that managers are captives of such types of employees since; they have to spend a lot of time and energy to ensure activities are completed as per the organization policy. Sadly, most of these managers have never had the strength to fire such kinds of employees. Therefore, here are tips to follow when confronting difficult employees to avoid frustrations:
Most managers stop paying attention to what is going whenever they encounter difficult employees. Often, they are irritated and hopeless; hence, turning their attention to other issues in the firm. Deciding on what you think of difficult employees is a combination of avoidance and survival. Good employers are attentive to non-performing employees. Listening is your best option for improving the situation as you have the opportunity of understanding why they are behaving in a certain way. By listening, you may realize legitimate problems that need resolution
Give Clear, Behavioral Criticism
Do not spend months or years getting grouchy about difficult employees without giving them actual feedback on what they should be doing differently. Giving harsh comments is one the bumpiest thing a manager can do; nevertheless, best leaders learn to do it reasonably. Developing a better approach to criticizing difficult employees will lower their defensiveness as well as giving them specific information on what they need to improve.
When you are experiencing a series of significant problems with an employee, it is essential to document them. Documentation will be useful in the future in case you need fire difficult employee. Without strong evidence, you cannot dismiss an employee from their job, which is a disadvantage to you as an employer because you will continue working with non-performing staff. Best manager value documentation. It is not an adverse action but judicious as it will help you solve problems in the future
Be firm on what you say. If you say you are not okay with a particular behavior, do not be tolerable with it sometimes. Employees are paying attention to what you do than what you say. Therefore, be consistent with your rules so that they are aware when they cross the line.