How to Manage Difficult Employees: Employers Rights

What You Must Know When Managing Difficult Employees

Difficult employees exist in any workplace and present a challenge for all managers. To be successful in managing difficult employees, the manager must try to understand the dynamics working on the employee at the time. You, as a manager, must know your employees.

Personal Problems Can Turn Good Employees into Difficult Ones

Sometimes managing an employee is difficult because this individual's personal life is affecting his or her behavior at work. Classic examples of this are employees who are attending marriage counseling or going through a divorce. Having an abusive spouse or a teenager who has strayed can also cause strife. Managing employees while they are having personal problems like these is intensely difficult. The employee is swinging through an entire range of emotions daily.

As a manager, you must eventually make it clear to the employee that their work should take priority during business hours. While you cannot resolve their problem, you might suggest the employee finds a way to work around so business can continue. Talk with your Human Resources Department for support. Some organizations hire consultants to conduct stress management classes or contract with mental health professionals for employee assistance programs. These programs have the added advantage or maintaining the worker's confidentiality. Once the employee can resolve his or her personal problems, this individual is no longer difficult to manage.

Managing Difficult Employees Who Have Attitude Problems

However sometimes managing difficult employees is tougher. Sometimes, the employee cannot get along with their coworkers, displays insubordinate behaviors towards the manager or just cannot do the job. Managers handling these workers must take more decisive actions.

Using methods like progressive discipline are important to turning these employees into productive workers. As a manager, you must set clear expectations in writing. You and your employee should set goals and project timelines. Then meet regularly to track progress.

When the employee has problems meeting the basic job requirements, you should address it in these meetings. Similarly you should immediately deal with other problems like insubordination, trouble with coworkers or any behaviors that violate company policy. Use progressive discipline to tell the employee what is wrong and how to fix it.

Firing May Be The Only Solution Left

If the problems do not improve, firing the employee may be your only choice. In this case, you will use the documents you created for progressive discipline in your termination letter. When managing difficult employees, you must remember that often these individuals are more likely to file a wrongful termination lawsuit. Make sure you have all your bases covered.