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3 Steps To Dealing With Troublesome Employees
Dealing with troublesome and difficult employees is not something any of us enjoys doing. But if they make excuses, miss deadlines or arrive late continuously, this can have a significant effect on your livelihood. It lowers productivity, raises emotions and can be detrimental to gaining customers. It can also encourage your other employees to act in the same manner. Before you know it, your once successful company can hit rock bottom. So as unpleasant as it might be, you need to handle it sooner rather than later. Follow these three steps and regain control today.

3 Steps To Dealing With Troublesome Employees

1. Take action

If you feel an employee has frequently crossed the line or taken advantage, you need to take action right away. The worst thing you can do is ignore the problem and let it develop. The best way to do this is by gathering information and evidence to support your claims. Watch how this employee communicates with others and note down when they arrive and leave. You can also compile a list of dates when they missed a deadline or called in sick.
Also, talk to your other members of your staff to determine the extent of the problem. In addition to this, you should also do some research. Read a statutory sick pay entitlement guide or refer to your employee’s contract. This will help back up your claims and could help you come up with a solution.

2. Share your evidence

Now you have your evidence, you need to talk to your employee privately. Calmly voice your concerns about their recent behavior and ask them if they are experiencing any issues. They may be completely oblivious to their bad behavior or they could have a reason why they have been acting this way. Listen carefully to their responses to your allegations. If they disagree with what you are accusing them of, share your evidence with them. This could be the wake-up call they need to see the error of their ways. Talk them through what you consider being professional behavior and the terms stated in their contract.

3. Help them change

Now your employee has accepted your accusation, you need to discuss how their attitude and habits need to change. For instance, if they are struggling to get in on time each day, you could suggest offering them a different shift. Or you could set up weekly meetings to provide feedback on their efforts. Ask them what they need to boost their productivity and confidence. Create an action plan with goals for your employee to stick to each day or week. Additionally, you should also set a review date that gives them enough time to show an improvement. This will not only be beneficial for them but also show you how you can be a better boss all round.
If, after you have followed these steps no improvements have been made, a termination of employment may be necessary. Just the threat of losing their job is enough for many people to change their ways. But if not, saying goodbye to this employee could be the best thing for your company.

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