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 in particular, the difficult employees. You see, one of the hardest hurdle that managers undergo these days is managing difficult staff.
And you may not succeed at controlling them at all. Fortunately, you will always have the leverage to micro-manage their environment to ensure their optimum production. If you are facing a rough time handling your difficult employees, you are lucky you are reading this article; make sure you exhaust the guidelines that are indicated and you will never find yourself in a rough encounter with your subordinates.
To start with; you need to ensure that you document all your records. If issues attract the attention of the legal frameworks and they are not documented, they are as if they never happened. If you see that it is unbearable to deal with the employee and you are contemplating of terminating him or her, it is good to put things on paper.
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 even have to pay them for the damages that you have caused.
You may have to document each training sessions and coaching that you provide. Every training that you offer are considered coaching. These are your efforts to salvage the difficult the employee.
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. Ensure that you document all that you had to do to ensure you do not lose it all.
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 should also focus more on their behaviors and qualities of work. You may choose to delegate a special task to such a person and careful monitor the reaction, such as the murmuring and changes in their facial expressions. 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.
Be sure to document such events as they will form part of the case when it finally reaches the disciplinary committee. And more importantly, ensure that all their goals and objectives are measurable and specific, and in writing for accountability reasons.