Its only human to feel that way. A phrase like Im bringing this up because its important write report bad employee you address this issue to be successful in your job is helpful. Its a good idea to highlight the good things that are likely to happen when the person changes the disruptive behavior. On the other hand, if the person remains defiant, stressing the negative outcome if the persons attitude doesnt change can be effective, too.Its human nature to want to delay having a tough conversation with an employee with a bad attitude. But that only makes things worse.And since its going to be a tough conversation, its recommended that supervisors prepare for the discussion. Suggestions for handling the confrontation: Be specific about what you want. Its a mistake to use general terms in a discussion about a specific behavior problem. For example, a manager says I dont like your attitude.I want you to change. Thats pretty safe, but it could mean anything. Instead, the manager should say Its not helpful the way you talk about our customers behind their backs.
An example: A Midwestern company established a no jerk policy. It included the statement: Each employee will demonstrate professional behavior that supports team efforts and enhances team behavior, performance and productivity.Handling tough conversations with acidic employees. Establishing policy is a solid first step; it creates a good framework.But managers need practical advice that gets results day best information technology resume writing service to day on the front lines. Managers need one-on-one coaching sessions to cover these points: Acknowledge the awkwardness. Managers can let employees know theyre providing feedback thats difficult to discuss.
Still, every manager needs a strategy to deal with this constant drag on employee attitudes. The stakes are too high to just let things slide.So whats to be done? The experts say managers should move away from the write essay primary school vague bad attitude discussion to the hard facts of employee behavior. The key questions: Whats the impact of the employees behavior? How do the persons actions differ from the standards set for overall employee behavior?Whats the effect of this individuals behavior on the people who work with him/her? If this person acted according to our accepted standards, could it make a difference in morale and productivity? Managers should identify the actions of negative people and make it clear those actions will no longer be tolerated.
Every workplace has negative people who erode morale. Theyre not always easy to pick out of a writing essay exams in class and take home crowd, but they can do an amazing amount of damage over time. Most of the time, these folks dont make the big mistakes that call attention to themselves.Theyre frequently pretty good at their jobs, so theyre not called on the carpet too often. But like a virus running in the background of a computer program, their acidic personalities eat away at the goals and ultimately the bottom line of the company week after week, year after year. Who are these people?Theyre the employees who: continually find things to complain about and exaggerate the seriousness of co-workers mistakes spread gossip and start rumors that pit employees against each other talk behind co-workers backs, and undermine supervisors authority with a never-ending flow of criticism that stays under-the-radar. Its been said the only way to fix a bad attitude is through psychotherapy, religion or brain surgery. . But its a rare manager who is a shrink, a minister and a neurosurgeon.