By Brett Farmiloe
Every manager at some point will have to deal with a problem employee. And that one bad employee can have a negative impact on the rest of your staff.
However, according to the Center for Creative Leadership, if you're will to confront the problem employee about their unacceptable behavior, it may result in better outcomes for you and your company. In fact, "leaders who consistently confronted problem employees tended to achieve better overall team performance."
To find out the best way to deal with a problem employee, here 11 business leaders share their best strategies.
Best ways to manage your problem employees
1. Understand root causes and design solutions
"The first question I ask when working with problem employees is what circumstances at work or in their life may contribute to their behavior. More often than not, there is a problem affecting employee behavior and performance. Understanding that problem is critical in working toward a positive solution.
"For example, I once managed an older gentleman who came to our company via a merger. I had received pressure to fire him, but I realized [the problem was] he didn't feel secure in his position at the new company. With the problem identified, I could then work with him to design solutions for improvement. I am proud to say that these efforts led to his promotion and retention."
—Brent Hafele, M.A., ACC, Vibrancy Unlocked
2. Implement the Situation-Behavior-Impact strategy
"When it comes to leading people at any level, it can be complicated. The best strategy I have found is to get to the root of the issue. Most people don't wake up and decide they want to be a 'problem' today. There is usually something they are struggling with that has been unspoken. Sit down with the employee in a very informal setting and ask questions about the issues you have been seeing. I use a strategy called Situation-Behavior-Impact:
- Situation: Talk about the situation where the employee exhibited the unwanted behavior (e.g., Do you remember the department meeting we were in yesterday?).
- Behavior: Remind them of the unwanted behavior (e.g., Say, 'I could be way off base, but this is what I recall you doing/saying...').
- Impact: Explain to them the impact it had on you, them, and/or the team.
"Then, genuinely ask them about how they are feeling, see if they are having any issues, and get feedback from their point of view. The goal is to get them to open up about what is going on."
—Brandon Woodside, The Leaders Institute
3. Hold regular one-on-one meetings
"One effective strategy I use to manage problem employees is having regular one-on-one meetings. By providing consistent feedback, addressing concerns, and setting clear expectations, this approach fosters open communication, builds trust, and allows for personalized coaching. As a result, employees feel supported and motivated to improve, leading to better performance, reduced conflicts, and a more positive work environment.
"Additionally, this approach helps identify any underlying issues that may contribute to the employee's behavior, enabling me to offer targeted support and resources to help them overcome challenges and thrive within the organization."
—Shannon Garcia-Lewis, Strategic Business Partners, LLC.
4. Identify and address performance and behavior issues
"When it comes to effectively managing problem employees, first, managers need to identify the actual problem. Is the problem related to their actual performance of their specific job responsibilities? The simplest way to address the problem is by addressing the KPIs the employee isn't meeting and developing an action plan on how they can adjust or improve their performance to meet those KPIs. If there isn't a behavior change, take more decisive action—whether it be a formal performance improvement plan or termination.
"If the problem is related to how they do their job, it's possible you're dealing with a core value alignment issue. Employees may be doing what their job requires of them, but if they are doing it in a way that impacts the employer brand or their colleagues, that's a problem that needs to be addressed. It's important that your core values are integrated into all your employee lifecycle processes, so when people aren't aligned, you can address it within the context of their employment."
—Eric Mochnacz, Red Clover
5. Provide quick and clear feedback
"If someone is not doing their job right or causing problems, it's important to talk to them right away. Quick and clear communication is key. Clearly stating what the problem is and how they should behave in such situations ensures that they know exactly what they are doing wrong, so they can start working on fixing it. Also, by addressing the issue immediately, it prevents the problem from escalating over time. This method has proven to be successful and has helped improve the performance of many employees."
—Martin Potocki, Jobera
6. Adopt empathy and understand the emotional landscape
"As a life coach and psychology expert, I've found that a key strategy for managing problem employees is understanding their emotional landscape. It's all about adopting a posture of empathy and a genuine desire to understand what's driving their behavior.
"Rather than focusing on the disruptive actions and blaming or judging them, I dig deeper to truly comprehend the root causes, be it personal issues, skill gaps, or even misunderstandings. By acknowledging their perspective and having clear and open communication, I can effectively solve the problematic situation quickly with no further incidents."
—Bayu Prihandito, Life Architekture
7. Set boundaries from the beginning
"We have all worked with problem employees. They're mean, ornery, but they're very good at their job. People tend to take everything to the edge with acceptable behavior. If you have a problem employee, you have to draw the line right from the beginning. If you allow them to push the boundaries, you'll never reel them back in.
"Of course, if they do push those boundaries, it's best to let them go. But if you can make certain that they know they can't get away with causing chaos and being rude from the beginning, you'll have a great employee."
—Rick Berres, Honey-Doers
8. Foster open dialogue and receptivity
"Dealing with problem employees often involves being genuinely receptive to feedback. Sometimes, the core of difficult behavior is rooted in an employee's experience or perception of the workplace. Active, unbiased listening is key when an employee voices concerns. This not only sheds light on possible organizational issues, but also conveys to the employee that they matter and are heard. Many times, simply being heard can spark a favorable change in an employee's demeanor and actions."
—Amar Ghose, ZenMaid
9. Combine reprimands with personal coaching
"A manager's ability to effectively manage problem employees largely depends on an individualized approach. One strategy I have found useful in managing these types of employees is to supplement formal reprimands with personal coaching and mentoring. Instead of relying on punitive measures alone, I find that a tailored solution incorporating both directive communication and positive motivation can be highly effective in guiding an employee towards improvement.
"For example, I once worked with an employee who had difficulty adhering to our strict punctuality standards. Instead of strictly penalizing him for unjustified absences, I provided him with the necessary guidance and resources, while also motivating him by communicating the importance of accountability in the workplace. This combination of hard and soft approaches resulted in marked improvements over a relatively short period of time."
—Julia Kelly, Rigits
10. Take proactive action early
"Taking proactive action has been my go-to strategy for managing problem employees, and it really helps me effectively handle these situations. First, I like to proactively scan and check for any issues before hiring a new employee. This usually helps me avoid problematic employees altogether. When that misfires, I make sure to be a proactive manager and always look for those initial signs and clues that a situation might become problematic. I like to jump the gun and look to provide feedback before things get too heated."
—Tom Golubovich, Ninja Transfers
11. Foster honest communication and understanding
"One effective method I use to handle employees who may face challenges is by fostering honest communication. I start by engaging in one-on-one conversations to gain an understanding of their difficulties and perspectives. Through listening and providing feedback, I create a safe environment where they feel comfortable expressing their concerns and working together towards solutions.
"This approach has frequently resulted in improved morale, increased job satisfaction, and enhanced productivity. By addressing their issues and finding resolutions together, employees who were previously seen as problematic often transform into team members who positively contribute to overall team dynamics and performance."
—Stephanie Venn-Watson, fatty15
About the Author
Post by: Brett Farmiloe
Brett Farmiloe is the founder and CEO of Featured, a platform where business leaders can answer questions related to their expertise and get published in articles featuring their insights.
Company: Featured
Website:
www.featured.com
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