Here Is A Method That Is Helping Managers Deal With Difficult Staff
Here Is A Method That Is Helping Managers Deal With Difficult Staff
It is because they don’t know the secrets of how to easily deal with these problem staff that every business has. You cannot just end the employees’ contract anymore, like you could in the old days due to the new employment laws, so you as a manager have the challenge of handling and rectifying the situation, so that both you, on behalf of the company and the employee, both feel happy with the resolution.
Don’t Slip UP
This is where most new managers unfortunately slip up. Instead of taking time to find out the true problem which is causing the employee to become difficult and then planning a strategy to deal with problem, thus giving the employee a chance to become a positive member of the team, most managers will just go in all guns blazing to try and eliminate the problem, which will not work.
You only actually need to follow these three rules, in order to turn your problem employee, into a productive employee:
1. Training and Development
Has your employee been properly trained and developed? You need to make sure that their training and development period was adequate and they know what is expected of them in their job and can thus perform the duties required of them, as set out within the guidelines of the business.
If you are happy that all these procedures have been properly fulfilled, move onto number 2. If you believe that the employees’ training and development has not been satisfactory and there are areas which need to be covered, then you need to re-train them.
2. Working Environment
The employees work environment could be affecting their performance? They may have developed an allergy to the equipment that they work with, or there may be something in the air causing problems which prevents them getting the job done. Also, lack of space, incorrect chairs or tools needed to perform their roles could also be a factor.
If any of these environmental issues are the cause of the problem, then finding an alternative job within the company with a better climate, or providing the appropriate tools may be the answer to sorting the problem. If the environment is not the problem however, then the only other option is to move onto section 3, Staff Behaviour.
3. Staff Behavior
If the employees’ issues are caused by their behaviour, then this is difficult, as people generally get offended and defensive on this subject. Therefore, you as a manager need to tackle the issue head on, asking the questions directly and then listening to the answers. These may be related to personal problems, they maybe having trouble with other work colleagues or they may just hate their job, whatever the answer, you need to offer a solution, be it counselling, meeting with the other colleague, or even arranging temporary leave to sort their personal problems out. You need to remember before the meeting closes, to inform the employee, as their manager, of your expectations of their behaviour at work.
If you follow the above steps, you will be able to improve the behaviour and performance of even the most difficult member of staff!
Be Known As An Effective And Efficient New Manager
Remember, that the most important thing to do as a new manager, is to tackle difficult staff issues as soon as possible when they arise and not avoid them. You will then be looked upon as an effective and efficient manager.
Here Is A Method That Is Helping Managers Deal With Difficult Staff - To learn more about this author, visit Andrew Rondeau's Website.
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The majority of new managers waste around 57% of their time dealing with difficult staff? Why?
It is because they don’t know the secrets of how to easily deal with these problem staff that every business has. You cannot just end the employees’ contract anymore, like you could in the old days due to the new employment laws, so you as a manager have the challenge of handling and rectifying the situation, so that both you, on behalf of the company and the employee, both feel happy with the resolution.
Don’t Slip UP
This is where most new managers unfortunately slip up. Instead of taking time to find out the true problem which is causing the employee to become difficult and then planning a strategy to deal with problem, thus giving the employee a chance to become a positive member of the team, most managers will just go in all guns blazing to try and eliminate the problem, which will not work.
You only actually need to follow these three rules, in order to turn your problem employee, into a productive employee:
1. Training and Development
Has your employee been properly trained and developed? You need to make sure that their training and development period was adequate and they know what is expected of them in their job and can thus perform the duties required of them, as set out within the guidelines of the business.
If you are happy that all these procedures have been properly fulfilled, move onto number 2. If you believe that the employees’ training and development has not been satisfactory and there are areas which need to be covered, then you need to re-train them.
2. Working Environment
The employees work environment could be affecting their performance? They may have developed an allergy to the equipment that they work with, or there may be something in the air causing problems which prevents them getting the job done. Also, lack of space, incorrect chairs or tools needed to perform their roles could also be a factor.
If any of these environmental issues are the cause of the problem, then finding an alternative job within the company with a better climate, or providing the appropriate tools may be the answer to sorting the problem. If the environment is not the problem however, then the only other option is to move onto section 3, Staff Behaviour.
3. Staff Behavior
If the employees’ issues are caused by their behaviour, then this is difficult, as people generally get offended and defensive on this subject. Therefore, you as a manager need to tackle the issue head on, asking the questions directly and then listening to the answers. These may be related to personal problems, they maybe having trouble with other work colleagues or they may just hate their job, whatever the answer, you need to offer a solution, be it counselling, meeting with the other colleague, or even arranging temporary leave to sort their personal problems out. You need to remember before the meeting closes, to inform the employee, as their manager, of your expectations of their behaviour at work.
If you follow the above steps, you will be able to improve the behaviour and performance of even the most difficult member of staff!
Be Known As An Effective And Efficient New Manager
Remember, that the most important thing to do as a new manager, is to tackle difficult staff issues as soon as possible when they arise and not avoid them. You will then be looked upon as an effective and efficient manager.
Here Is A Method That Is Helping Managers Deal With Difficult Staff - To learn more about this author, visit Andrew Rondeau's Website.
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Joe DagerJoe Dager is President of Business901, a progressive coaching company providing no-nonsense direction in areas such as Lean Six Sigma Marketing and organized referral marketing. What others say: In the past 20 years, Joe and I have collaborated on many difficult issues. Joe’s ability to combine his expertise with “out of the box” thinking is unsurpassed. He has always delivered quickly, cost effectively and with ingenuity. A brilliant mind that is always a pleasure to work with.” - James R. If you want to learn more about Business901, start a conversation with us. We can be found @ Web/Blog: Business901.com Web/Blog: FundingYourNonprofit.com LinkedIn Profile Follow me on Twitter - Visit Joe Dager's Website |
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George LudwigGeorge Ludwig is a recognized authority on sales strategy and peak performance psychology. An international speaker, trainer, and corporate consultant, he helps clients like Johnson & Johnson, Abbott Laboratories, Northwestern Mutual, CIGNA, and numerous others improve sales force effectiveness and performance. Though it's George's strategies and processes that help corporations increase productivity and performance, it's his tremendous energy and dynamism that spark the transformation. Again and again, clients remark on his amazing ability to unleash human capacity and inspire men and women to break out of their comfort zones. The result is a whole new type of salesperson. His customized presentations teach achievers to make stunning advances in their lives. From helping salespeople realize cherished dreams to helping corporations exponentially accelerate revenue streams, George Ludwig leaves audiences and individuals empowered, emboldened, and clamoring for more. George is the best-selling author of Power Selling: Seven Strategies for Cracking the Sales Code and Wise Moves: 60 Quick Tips to Improve Your Position in Life & Business. - Visit George Ludwig's Website |
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