November 21, 2014
One of the most unpleasant tasks a manager or shop owner faces is dealing with problem employees. In a more perfect world we’d all come to work with the desire to do our best to help our companies succeed. In fact, most employees do just that. Sure, we all have those days when we’re not at our best, but most of us take pride in our work, so long as it’s appreciated.
Unfortunately, there are exceptions:
There are others offenders, of course, and some are more serious than others. Obviously if anyone is a threat to the well being of other employees, they must be dealt with swiftly and permanently. However you should be cautious when dealing with most problem employees for two good reasons: (1) Assuming their skills and talents are valuable to your organization, it may be worth the effort to help them to improve their behaviors rather than face the task of replacing them. (2) In today’s litigious society, it’s important to protect your company from the possibility of a wrongful termination suit.
This doesn’t mean you simply tolerate bad behavior. You should take action, but through a process that serves both the employee and the organization. Here are a few suggestions: