How To Manage A Difficult Employee

Having to manage a difficult employee is never funimprovements must be measurable and must have a
and can be the most challenging part of yourtime frame or date when these improvements will be
responsibilities as a business owner/executive. Whilemeasured and reviewed again.
never easy, this article will address a step-by-stepTip From The Coach: After you present your written
way to consistently and confidently handle the mostmemo outlining your concerns, have your employee
challenging employee situations. In addition, how yousign and date this document which validates the points
handle a difficult employee will send a strong anddiscussed during this meeting. In your memo, be certain
powerful message to those who still work for yourto include the words, "failure to improve your
company.performance, may lead to termination." This makes
Addressing the problem: When you first realize youyour intentions perfectly clear. Of course, always
are having a problem with an employee you areconsult with your human resource department and
responsible to manage, bring this individual behindyour legal counsel, prior to presenting your memo, so
closed doors and discuss your specific concerns. Theeveryone is in the loop.
conversation should be brief and to the point, makingTerminating this employee: If necessary, termination of
certain your employee understands the concerns youthis employee may be required. If so, make the
have and the improvements you expect. Be specifictermination, swiftly. This person's attitude can be
with your comments and only address the businessdetrimental to the morale of your team and their
concerns you have, setting aside any personal issues.attitude might be affecting those around them. The
Of course, always look to support this member oftermination meeting should be done at the end of the
your team in any way possible with the intention of aday so this person's departure will not disrupt others.
positive outcome.Make certain the meeting is brief and state exactly
Tip From The Coach: As this is the first meeting youwhy this person is being terminated and have all final
are having with your employee to discuss yourpaperwork ready for signature.
concerns, take notes during this meeting, date them,Tip From The Coach: Sadly, the termination of an
and place them into this person's employee file. This willemployee is not a pleasant part of business
serve as a reminder of the problems you expressedmanagement. On a positive note, take the time to
during this meeting and will document the first time youanalyze what went wrong and look for possible
asked this employee to specifically improve theirsolutions. Ask yourself, "was this person the perfect fit
performance. This is also the perfect time to reviewfor the position, did we give this person proper training,
together this person's written job description and iscould I have done anything to change the course of
another way to clarify your expectations.this situation?" In asking these questions, sometimes
Continuing problems: If problems persist with this samevery positive improvements can be made. Employee
employee, bring this individual again behind closed doorsterminations and the investment to hire a new person,
and present a written memo recapping your concerns.is expensive and should not be taken lightly.
In this memo, list the day/date of your first meetingWant to ask some additional questions about how to
when you discussed your initial problems with thishandle a difficult employee? Fax a note on your
individual's performance and list specific areas ofletterhead to 435-615-8670 or send an E-mail to and
improvement which must happen. Remember, whenThe Coach will fax/E-mail you a free TeleForum
you are requesting improved performance, theinvitation.