What are the keys to manage difficult employees?

employers can classify employees as "difficult" for many reasons. Usually it is not their overall performance or productivity, even if it can be. A difficult employee can often complain about practices in the workplace, supervisors or co -workers, or they could be other employees who have problems with a particular worker. Whether accurate behavioral upset, effective keys to manage difficult employees include an immediate solution to the situation, using "I" than "you" and focusing on the development of solutions rather than focusing on the problem.

The completely smooth workplace is rare, even illusory. There must be problems with behavior that affect other workers, regardless of the level of position in society. The common mistake of many managers is to refuse small problems or complaints about a difficult employee. These managers may believe that difficulties are the result of personality clashes among collaborators do not small problems with behavior are likely to disappear by themselvesabout yourself. However, the management of difficult employees effectively means to correct even small problems than they can turn into larger ones that eventually include multiple workers and take the time from the actual work process.

The employee manager considered difficult should have a meeting with this person as soon as possible. At the meeting, the manager should use the "I" statement, which solves behavior rather than "you", note that they focus on employees. For example, rather than say, "You have not followed company policy," the proceedings should start with something like "I have to have all of the company's policy." One of the most successful keys to manage difficult employees is to involve them in solving the problem.

For example, a manager may ask him what best it is to ensure that all workers follow company policy in a particular problem. The discussion can then penetrate into the constructive session of problem solving. PlanTo repair behavior, it should then be developed with a difficult employee.

The most important of the keys to manage difficult employees is listen to . If the worker begins to become a defensive or unresponsive, the manager can use an active listening strategy. This means that the employer could say something like "I really want to hear your side of this problem. Tell me what you think" start talking to a difficult employee. It is important that the manager does not interrupt. Instead, taking notes and then discussing points to the employee in connection with the corrective plan can end the discussion at a positive and constructive level.