Companies want to have employees on their teams trained and advanced in the works. Bosses must know how to manage employees with bad attitude that are caused by some staff. We have to treat bad employees with sufficient emotional intelligence: they must be positive, understanding, and purposeful.
How to manage employees with bad attitude?
Recognizing a conflicting employee is not a complicated task. They are those who always express their dissatisfaction with the company or their position, do not finish their work on time, spread malicious rumors, present excuses to justify any failure or mistake and generate an adverse work climate It affects the company.
It is best to face these employees before productivity decreases. The motivation of the team decreased, and customers, as well as other team members, felt uncomfortable. A report from the Harvard Business School estimates that keeping a problem employee can cost an average of US $ 12,000 a year. A figure not negligible.
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Therefore, there is no excuse to let the conflicts caused by these employees escalate to the end with the harmony and well-being of the team. To avoid this, we will explain 10 strategies that will help you manage these collaborators:
Start by collecting information related to the collaborator that causes problems. Discretely question the other team members about the employee’s behavior and then, when they have collected enough data, meet with the conflicting person in a place where they can talk without interruption and explain the effects and consequences of their actions on the processes of the organization.
Although mentoring is a methodology frequently used to facilitate learning processes and transfer of technical knowledge, this tool can be useful when strengthening the soft skills of a conflicting employee. Through the assignment of a mentor, you can improve your relationships, increase your performance, and change your attitude towards your position and the company.
Many companies have spaces for participation in which employees can express themselves openly and sincerely with the aim of reaching consensus and finding alternatives to resolve conflicts with their colleagues and leaders. At McDonald’s, for example, they perform rap sessions, in which all the team can confront the collaborator who has been causing conflicts and propose suggestions and alternatives for change.
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Implementing a system of benefits and compensation based on KPIs can be an excellent alternative to cause changes. Rewarding the achievement of goals, publicly recognizing good behaviors, and promoting merit are options that can generate positive changes in the attitude of employees. Giving feedback is a fundamental component. It is not just about providing monetary incentives.
Occasionally, conflicting employees owe their poor performance to being in the wrong position or do not have the necessary skills to perform in the area for which they were hired. In this case, we recommend conducting a skills assessment that allows you to measure your performance.
When no alternative works
Some conflicts cannot be resolved with organizational tactics. Sometimes employees have personalities that do not fit the culture of the organization. Ultimately, at the end that the collaborator has not modified their behavior after several notices, it is preferable to do without it and seek a replacement.
Don’t ignore the problem
Workers must make positive contributions to the company. Thus, if an employee is generating problems, you must deal with him as soon as possible. The intervention of the Human Resources department is vital in these cases to prevent the bad situations generated from getting worse. The first step, therefore, is to detect the problem and not look the other way.
Act as soon and quickly as possible
As soon as you detect negative behavior in your company, get going as quickly as possible to prevent the situation from growing and getting worse. Keep in mind that the first thing you have to do is communicate to the employee that the problem is causing the consequences of his behavior both for him and for the rest of the staff members. You have to remind him of the importance of values such as respect, education, and companionship.
Investigate the problem thoroughly
You must speak alone with the employee to address the matter calmly and ask him if his behavior is motivated by something related to the company itself. If the worker feels heard, he will be more receptive to your comments. Next, you should explain why he has acted poorly and given several examples of his misconduct. At all times, you have to take great care of your tone of voice and your nonverbal language. Remember that if you sound menacing, you will feel cornered and react badly. Your goal is for the worker to recognize that he does have a behavior problem.
Help the worker correct the course
Once the employee understands that his behavior is not adequate and that the situation affects the company, you should direct it towards a change of attitude from the HR department. You must have patience and offer the employee feedback on the success of their efforts, minimizing negative actions, and maximizing positive ones.
Knowing how to manage employees with bad attitude is vital to remain calm within the company. With these tips, it will be easier for you to deal with this complicated problem.