It doesn’t matter whether your company is a start-up or has been successful and around for decades. Every business owner has or will have to deal with a difficult employee, who tests your patience and makes you want to blow your gasket. Here are our top 3 tips to employ when those moments occur:
1. Deal with It: If an employee is causing a problem, make sure you investigate as soon as possible. Get all of the facts before you form a judgment on the matter so you don’t accidently reach the wrong conclusion. Addressing the employee issue in a timely manner is more helpful with nipping things in the bud. Sweeping the problem under the rug typically only leads to larger or more problems down the road.
2. Remain Calm and Professional: Don’t let a difficult employee lead you down the path to where you lose your cool. Your colleagues and staff look to you to be the voice of reason. Stay calm yet assertive. Your employees will respect you more when you show them your poised leadership. Plus, your tone and demeanor can be helpful in resolving the issue with the problem employee, as the discussion will come across as rational and calm.
3. Know when it’s time to pull a “Donald”: You may really like the difficult employee if he or she is a great performer. However, if he or she is difficult to manage or is hurting your corporate culture, or worse yet, no one else likes him or her around, you might need to consider other options. Always keep your company’s interest in mind when making these decisions. If your difficult employee isn’t changing for the better after you’ve addressed the issue with him or her, it may be better in the long run to say, “you’re fired.” It may be a tough decision but your other colleagues and staff will respect you for doing what’s in the best interest for the company. And, having one less problematic person in the group can lead to a better work dynamic and increased productivity – a Win-Win for everyone.
For more tips and strategies on dealing with unruly employees, give us a call at 703.319.7868 or schedule time to talk with us at graceleelaw.com.