It’s an uncomfortable situation to find yourself in, but occasionally staff members can become a problem. When circumstances like this arrive, you must deal with the issue before it escalates. Some of these strategies might work better than others for your case, so see which one works for you.
Your Plan of Action
The question is, how can you approach the situation in a diplomatic way and without sullying the water for the rest of your staff? It requires a tactful hand, and you can improve your chances of a positive outcome if you take a systematic approach.
Ignoring fundamental things like this can lead to stoppages in your business or even lawsuits. Diamond and Diamond Lawyers declare the importance of immediate action and understand the consequences of not acting swiftly enough. This can help you avoid sticky situations in the future.
Problems like these rarely solve themselves, so don’t ignore it until it gets worse. The longer you take to address the issue, the more problems the employee could cause in your company. You don’t want the rest of your team to suffer as a consequence. It only leads to low morale within the company and affects how your other employees function.
Give Constructive Feedback
It never helps anyone when critique in the work environment becomes personal. Address the bad behavior rather than the person. The point is to find a solution to the problem, not get into a screaming match.
Keep it professional and above board. Don’t unnecessarily criticize them, and make sure the environment you choose to do it in is comfortable and open. It’s a workplace, and things need to operate in that fashion.
Keep a Record
Writing down all the issues you’re having with a specific staff member will help you keep track of their indiscretions. This will give you some proof to use if or when you find yourself in a scuffle. It also lends credibility to your claims and allows you to corroborate the information with other members of your staff.
Allow Room for Improvement
If you’ve spoken to the troublesome employee and they want to change their behavior, allow them the opportunity. Listen to what they have to say and see if they’re open to hearing criticism. Once they grasp what the issues are and accept their hand in it, you can work together towards a solution.
Accept a Lost Cause
On the other hand, there are cases where there’s nothing you can do. If you find yourself in a situation like this, where you’ve tried everything but to no avail, it’s time to move on. Follow the processes in your company and let that employee go. You won’t do your staff any favors by allowing the rotten apples to linger.
Nipping something in the bud before it becomes a problem is essential. Unruly employees can cause a great deal of damage to your company, so make sure you stay proactive in dealing with the situation. Try your best to get them to listen to feedback and keep a record of your dealings. Help them if they’re willing to change, but recognize when it’s a lost cause.