Top Employee Management Guidelines
Majority of the managers rise to their positions based on their hard skills. In fact, most of the best managers do not get to be trained on the best managerial skills that are instrumental when it comes 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 succeed at controlling them at all. Thankfully enough, you may have the ability to manage their environment to improve their performance. If you are finding it hard to manage your difficult employees, then this article is for you; read on and internalize the concepts highlighted herein and you will never get frustrated executing your work.
To begin with; you need to make sure that you are documenting 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 will not also like to decline the services of your duly employed worker without plausible cause, reason or even a prior warning; the chances are that you are going to get challenged in a court of law and you are more than likely to be on the losing end. In fact, you might end up paying for the damages.
You may have to document each training sessions and coaching that you provide. Every training that you offer are considered coaching. Remember that you are doing this to help salvage the difficult staff.
You would not know the future, and so if you happen to want to dismiss someone, you may have to give evidence that you tried your level best to ensure that you bring the difficult staff at par. Make sure you write down every plan and strategy that you used to help the situation.
Be sure to avoid terms 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 be keen on their specific behaviors and qualities of 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. Be sure to seek explanation immediately while ensuring that you have evidence.
It is imperative that you learn to be objective, not subjective. Mention their specific behaviors that are inconsistent with the standing code of conduct.
Document such behaviors since they are going to be reviewed by the disciplinary panel. 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.