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How to manage a difficult employee? How to manage difficult employees

How to manage difficult employees

Working with a difficult employee is a situation that everyone is confronted with on a daily basis. This type of employee can be indirect and make believe that everything is fine or direct, angry, aggressive, violent and unbearable. He often questions authority. His attitude affects interpersonal relationships. So, what strategies to adopt to manage it effectively?

Look for the cause of his behavior
As a line manager, you must not avoid a difficult employee. Instead, try to identify the cause of his behavior. You need to determine whether this is a contextual situation or a recurring problem rooted in one's personality. Behavior change can come from a temporary situation, such as family problems or work stress.

Identify areas in which the employee has a problem
A difficult employee can cause demotivation, conflict, frustration and confusion among employees. It can therefore be a nightmare for his colleagues. In some cases, he remains silent and plays the victim in all situations. Do not focus only on his negative actions, but broaden your perception of why he is considered a difficult employee. Discover its natural reflexes and identify the context in which it appears its difficult nature. To do this, one only needs to observe the behaviors and results of the employee concerned over a long period of time.

Meet the hard worker
After researching the causes and background, call the employee to a meeting where you will be assisted by a counselor or human resources manager. Before this meeting, it is important to make a complete record of concrete facts and tangible results. Avoid putting hearsay and personal perceptions on this file. Stay neutral and practice constructive feedback.

Here are the steps for successful constructive feedback:

• Relax the atmosphere by using "I" to interact with him
• Presentation of tangible results and observed facts
• Record the employee's reactions to the results and facts
• Remind him of the impact of his behavior on his collaborators
• Write down your reactions
• Select two to three behaviors to improve in the short term
• Ask them to propose solutions and establish an action plan. Depending on the severity of the problem, you can opt for training by a professional or coaching by a manager. For an effective implementation of the action plan, rigor is required.

Assist the employee throughout the implementation of the action plan
The involvement of the employer or supervisor in finding solutions does not stop only at the first meeting. It is recommended to follow the employee in the application of the action plan, to meet him regularly and to rigorously evaluate his learning.

If he reoffends, punish him
If despite the coaching and training, the employee presents personality traits that have an impact on the work environment and cause conflicts within the company, you must apply the disciplinary measures that are imposed on it ( warning, verbal notice, written notice, suspension and dismissal.) Avoid making hasty decisions as they may have negative impacts on the work environment, work organization and leadership.

Managing a difficult employee is a complex task. It is important not to move or avoid intervening to correct this behavior, as the consequences can be serious for the company. To succeed in changing a difficult employee, you must be rigorous, courageous and perseverant.