The operator of a Wagga Wagga petrol station is officially on notice after underpaying his staff members collectively over $60,000. The...
Policies, Procedures & SafeguardsMay 11, 2016
All employers will be faced with a difficult employee at some point. If left unmanaged, difficult employees may negatively impact workplace culture, or even your business’s productivity.
There are many reasons why an employee may prove difficult. They may be struggling to keep up with their workload, lack job satisfaction or the skills to effectively perform their job. Employers will need to investigate to get to the root of the problem and find a remedy.
Below are four top tips to manage difficult employees in your workplace.
1. Communication is your most effective tool
It is easy to become frustrated when dealing with a difficult employee, but your best chance at improving the situation is to understand why it is occurring in the first place. Your employee may feel as if they have no career progression, or do not receive feedback for a job well done. Open up the lines of communication with your employee to discover whether there is any action you can take to solve the problem.
2. Skill vs will matrix
At Employsure we believe in the skill vs will matrix. This allows employers to determine whether it is an employee’s lack of skill making them difficult, or they are willfully refusing to carry out their responsibilities. An employee who lacks skill can receive additional training in order to improve, while a willfully difficult employee understands their duties, yet chooses to neglect them. The skill vs will matrix will help you determine whether to invest the time and effort into a particular employee, or make the decision to terminate them.
3. Performance management
When an employee is being difficult, they may need to be performance managed. This is the process by which an employee is provided with the opportunity to improve, learn and develop. When deciding to performance manage an employee, ensure you follow a fair process, which includes:
4. Issue your employee with a warning
An employee may be issued with a warning which states their behaviour or conduct is not acceptable to the workplace. This warning can be verbal or written, and must inform the employee of what they have done wrong. Warnings are an effective way to alert employees to areas that require improvement, or where their conduct does not meet the workplace standard.
The written warning should:
Sometimes however, a difficult employee will not improve and may need to be removed from the workplace. In this case, it is important to seek advice before making the decision to terminate them.
If you are considering taking any action against an employee, contact Employsure on 1300 651 415. Our team of specialists can assist with any questions you may have regarding difficult employees, performance management or termination.