Managing Difficult People
Challenging or difficult…whatever word you use, it takes up a lot of your time to manage this type of employee. They bring out those frustrating feelings, yet you still have to manage their performance. Frustration is a telltale sign that you don’t know what to do or haven’t moved forward in dealing head on with this employee.
You have a business to run and you also want to create a workplace where employees want to come to work. Difficult employees need to be dealt with as soon as possible. They impact you, the rest of your team and your business. You set the standards for everyone when you step up and manage this type of person.
You have a bunch of choices to start the process. “10 Tips for Managing Difficult People – Part 1” by Nathan Lloyd on Response Web Recruitment provides an easy step by step to guide you in handling a challenging employee.
You’ve ensured the working environment is as good as you can make it and you’ve trained and coached your staff so they can perform their roles. But there is always one. There is always that one member of staff with a poor attitude or a performance that worsens month on month.
Performance and behavior issues are in all companies. You responsibility is to manage both your high and more problematic performers. It doesn’t matter which one you are dealing with because you need to be consistent in performance and behavior expectations with your employees…with yourself. Your performance as a manager is equally important in the effectiveness of your department.
Be well,
Pat
Other Articles:
Managing by Employees’ Strengths
High Maintenance Employees
