How to Address Poor Behavior in the Workplace
Managing a team is a challenging task, but handling difficult employees and addressing poor behavior can be particularly daunting. Here are six effective strategies to help you navigate these situations and maintain a productive and positive work environment.
1. Address Issues Promptly and Privately
One of the most important steps in managing difficult employees is to address issues as soon as they arise. Delaying the conversation can lead to bigger problems, such as other employees starting to display the same behavior, or thinking that you approve of the poor behavior.
Actionable Insight: Schedule a private meeting with the employee to discuss the behavior. Use specific examples and explain how their actions impact the team and the organization. Approach the conversation with a problem-solving mindset, focusing on finding a solution together.
2. Document Everything
Keep detailed records of all interactions with difficult employees, including meetings, emails, and any incidents of poor behavior. This documentation can be crucial if the situation escalates and more formal disciplinary action is required.
Actionable Insight: Create a file for each employee where you can store documentation related to their performance and behavior. Ensure that these records are factual, detailed, and dated to provide a clear timeline of events.
3. Know When to Escalate
Despite your best efforts, some employees may continue to exhibit difficult behavior. In such cases, it may be necessary to escalate the issue to higher management or human resources.
Actionable Insight: Follow your company’s disciplinary procedures and involve HR early if necessary. Ensure that you have all your documentation in order to support your case. Be prepared to discuss the steps you have taken to address the issue and the employee’s response to these efforts.
4. Develop Emotional Intelligence
Enhance your emotional intelligence to better understand and manage your own emotions and those of your employees. Keep things factual, and omit emotions from your responses.
Actionable Insight: Invest in emotional intelligence training for yourself and your team. Learn how to deal with the
7 most difficult people in the workplace, and use coaching methods, such as
The FEAR Method, for optimal results. Above all, practice active listening and empathy to build trust and stronger relationships with your employees.
5. Encourage Accountability
Foster a culture of accountability where employees take responsibility for their actions and behavior.
Actionable Insight: Hold employees accountable for their behavior by consistently enforcing policies and expectations. Encourage employees to own their mistakes and work towards improvement.
6: Monitor progress and follow up
After implementing strategies for handling difficult employees, make sure to monitor progress regularly and follow up with employees on their performance improvements. Celebrate successes along the way and continue providing support as needed.
Actionable Insight: Establish a regular check-in schedule, such as weekly or bi-weekly meetings, to review the employee's progress. Use a tracking system to document improvements and areas needing further attention. During follow-ups, acknowledge achievements, no matter how small, and adjust the support plan as necessary. Ensure that the employee feels supported throughout the process, and be prepared to provide additional resources or training if needed.
Handling difficult employees and poor behavior is an inevitable part of management. These strategies not only help in improving employee behavior but also contribute to a healthier, more productive work environment.
Creating a winning company culture takes effort, but it's well worth it, and company culture happens to be our area of expertise. We help you become a
Destination Workplace™ so you can attract and retain the best talent in this hyper-competitive marketplace. Contact us to learn about our
leadership development,
culture development,
corporate wellness programs and more!
The Destination Workplace™ Team
