Confronting a Troubled Employee Checklist
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How to fill out Confronting A Troubled Employee Checklist?
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FAQ
Have a thoughtful discussion in private. Be prepared for pushback. Document everything. Offer constructive feedback in public. Comment on the behavior, not the character. Continue to grow as a manager.
Critique Behavior, Not People. Listen to Feedback. Give Clear Direction. Document Problematic Behavior. Consult the HR Department. Work Together Toward a Solution. Write Down Expectations. Set Specific Consequences.
Focus on results and productivity, do not make it personal. The employee needs to know that you are not personally attacking them, so try to use phrases like I am bringing this up because it is important you address this problem to be successful in your job role. Focus on the positive.
Constant lack of clarity around projects. Different employees receiving different messages. Passive-aggressive communication. Failure to listen. Constant off-hours communication.
State the issue clearly. It's difficult to talk about poor performance with employees, but avoiding the problem will only prolong the tough discussion. Be employee specific. Listen. Use timelines and goal setting. Reward improvement. Have a plan of action if there's no improvement. Know when to let go.
Toxic employees come in an appalling array of annoying forms. They're destructive, distracting and draining. Like a cancer sapping the energy of those around them, they cripple their coworkers' morale, performance and productivity.
Have a thoughtful discussion in private. Be prepared for pushback. Document everything. Offer constructive feedback in public. Comment on the behavior, not the character. Continue to grow as a manager.
Be confident with your concerns. It can be easy to stop ourselves raising concerns by minimising their importance. Focus on the behaviour. Let the person know that it is their behaviour that is upsetting or concerning you. Be clear and specific. Listen. Respond calmly.
Listen. Often, when an employee is difficult we stop paying attention to what's actually going on. Give clear, behavioral feedback. Document. Be consistent. Set consequences if things don't change. Work through the company's processes. Don't poison the well. Manage your self-talk.