Dealing with problematic employees - Part 1

The main reason employees are difficult or disruptive is this: If a person was difficult in their last job and got away with it, they feel that they can do it again.
 
However, it is important to understand an employee may be disruptive without intending to be, and are completely unaware their behaviour is unacceptable.  It’s therefore important to look at each situation individually and to handle it in a way that best fits the circumstances.
 
Employees who don’t fully understand their job are more likely to become disruptive – they may be so de-motivated by this that they start to refuse to do certain tasks that are part of their responsibilities. In these cases providing refresher training could be the key to changing their attitude. By being able to do their job efficiently and correctly, their confidence will increase and they become less likely to refuse to work.

Bullying in the workplace creates a bad atmosphere which can affect other employees working with them. It is important any cases of bullying are identified at an early stage, and to fully investigate any allegations of bullying – usually by interviewing the alleged bully, the victim(s) and any colleagues who may have witnessed incidents.  

If the complaint is upheld, depending on the severity of the case, the bully should either be given a formal disciplinary warning or be dismissed.

See part two of this blog next Wednesday where we look at persistent absence, misues of social media, and employees being rude to clients.

Who's Tweeting about this:

Busmoney 29/01/2013 15:55:31 RT @the_fpb: Read a guest blog by employment resolution conflict expert, James Arche, here: http://t.co/nJyQ6m2i

The_FPB 29/01/2013 15:52:13 Read a guest blog by employment resolution conflict expert, James Arche, here: http://t.co/oZINbVIS