Great Employee Management Tips
A lot of managers get promoted to their positions based on their hard skills. In fact, hardly any of the best managers get the requisite training when it comes to handling employees. And especially the difficult employees. You see, managing difficult people is considered one of the hardest responsibility that managers have to deal with these days.
And you may not be able to control them entirely. Thankfully enough, you may have the ability to manage their environment to improve their performance. If you are facing a rough time handling your difficult employees, you are lucky you are reading this article; make sure you exhaust the guidelines that are indicated and you will never find yourself in a rough encounter with your subordinates.
To start with; you need to ensure that you document all your records. If issues are escalated and reach the concerned authorities, and they were not written, then they are as if they never happened. If you are finding it hard to reach a convergence and you are weighing the option of terminating their services, you need to ensure that you put everything in writing.
You do not want to terminate your employee without enough reason, cause or prior warning; your employee might challenge your termination in a court of law, and you will be on the losing end. In fact, you might end up paying for the damages.
You also need to document every training and coaching that you occasion. Every training that you offer are considered coaching. You are doing this to ensure that you help the difficult improve their performance.
You see, if you want to build a termination case, you will have to show the efforts that you contributed to ensuring that your staff improved the levels that you wanted. Ensure that you document all that you had to do to ensure you do not lose it all.
You should avoid wordings such as attitude. When dealing with a difficult staff, you need not use such a word as it is not specific and is too subjective.
You need to also focus on specific behaviors and qualities of their work. You may even choose to delegate some special undertaking to the difficult person and carefully monitor the reaction that they got on their face. Seek an explanation to such a reaction and make sure that you have facts.
It is also important that you learn to be objective as much as possible. Mention their specific behaviors that are inconsistent with the standing code of conduct.
Be sure to document such events as they will form part of the case when it finally reaches the disciplinary committee. And more essentially, you need to make sure that all their goals and objectives can be quantified and are specific, and in writing for accountability purposes.