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10 Tips For Dealing With Employee Attitudes

Guest post by: Allison Grace

Article Overview: Valuable tips for dealing with employee attitudes.

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10 Tips For Dealing With Employee Attitudes

  • Put problem people in perspective. Don't take their antics personally.
  • Go somewhere to cool off. You can't concentrate on constructive, creative alternatives while you're clinging to anger.
  • Learn to respond as well as listen. Be assertive. Don't expect an employee to read your mind. Let him or her know when you're annoyed, upset or disappointed.
  • Give and request frequent feedback. Don't stew over what an employee may be thinking. Ask.
  • Look at policies first. No matter how angry someone's behavior makes you, don't say or do anything until making sure you're on safe ground.
  • Deal directly and discreetly. Choose face-to-face talks in private to discuss an employee's attitude or behavior.
  • Always document. Keep a record of all communications to prevent lies or faulty recollections from taking over later.
  • Be straightforward. The more you remain matter-of-fact, the less you encourage an employee to play games.
  • Be gracious. Someone's rudeness doesn't give you the right to respond in kind.
  • Be prepared to fail. Some people with attitude problems can't be saved, no matter how much counseling you provide.

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    Home > Human-Resources > Allison Grace > 10 Tips For Dealing With Employee Attitudes
    Article Tags: anger, antics, attitude problems, counseling, creative alternatives, frequent feedback, games, li li, matter of fact, perspective, recollections, rudeness

    About the Author: Allison Grace
    RSS for Allison's articles - Visit Allison's website

    Allison Grace, CEBS, CCP, CMS, is President and Founder of Instant HR Solutions and a human resources professional with more than nineteen years of experience. As a consultant, Allison has worked with companies in various industries including hedge funds, technology, oil and gas development, recruiting and accounting. Combined with technical training and professional certifications, Allison’s practical experience includes working in all aspects of human resources to establish HR programs that support the strategic objectives of the business. Her extensive experience includes benefits, compensation, legal compliance, performance management, employee relations, recruiting and termination.

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