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If you’re successful in business, it’s a sad fact of life that you will eventually encounter a difficult employ...
If you’re successful in business, it’s a sad fact of life that you will eventually encounter a difficult employee.
Troublesome employees can prove to be a really destructive force, reducing morale across your team and creating an unpleasant atmosphere. It’s therefore very important to deal with these employees before they “infect” your business.
Here are three tips to help you do so:
Keeping your general staff morale level high is extremely important. Difficult employees have a tendency to spread their negative vibes and, as the 17th-century naturalist, John Ray, once said, “misery loves company.”
The best way to avoid letting your problem employee’s negativity spread is to make sure that all your other employees are consistently happy and motivated.
Before you go ahead and label a specific employee as a “problem,” make sure you investigate the situation thoroughly.
Perhaps the employee in question has some personal problems? Perhaps another member of the team is subtly bullying him or her? You must make sure you eliminate reasons for the employee’s undesirable behaviour before you move on to taking any formal action.
As soon as your company is big enough to employ people, it is big enough to need human resources procedures and disciplinary processes.
Without these, you will find it practically impossible to take definitive steps to improve the situation (or rid yourself of the employee) without potentially facing legal action.
Make sure you have policies in place and that you stick to them rigidly. In the modern world, you cannot just “fire” someone on a whim—you have to demonstrate that you have used the correct processes. If not, your difficult employee could continue to have a negative effect on the business long after they leave the building for the final time.