MSG Team's other articles

11446 Talent Management and Succession Planning

In one our write ups we mentioned the problem of succession planning in organizations. The basis was the SHRM survey of 2003 that found out that 60% of organizations have no succession planning at all. We discuss the phenomenon in detail here. What is succession planning and when did it emerge as a problem? What […]

10858 Qualities in an Organization for a Better Employee Retention

Employee Retention refers to the various steps involved to retain the outgoing employees. Hiring is a cumbersome process and it is really not easy to find an employee who is loyal towards the organization and looks forward towards achieving its targets. An organization must encourage the employees to stick to it for a good amount […]

10077 Job Description & Job Specification – Definition and Purpose

Job Analysis is a primary tool to collect job-related data. The process results in collecting and recording two data sets including job description and job specification. Any job vacancy can not be filled until and unless HR manager has these two sets of data. It is necessary to define them accurately in order to fit […]

10066 Job Analysis and Job Evaluation

Job analysis is the process of identifying and determining in detail contents of a particular job, thereby, clearly defining duties, responsibilities, accountabilities, and skills associated with the job. An important aspect of job analysis is that the analysis is conducted of the job, and not of the person. The process of job analysis results in […]

12730 Characteristics of Engaged Workforce

The level of employee engagement can be measured by the willingness and ability of employees to contribute to the success of their organisation. It is their discretionary effort which is an essential element for the good health and well being of a company. A highly engaged workforce shows the high level of engagement in their […]

Search with tags

  • No tags available.

Not everyone knows how to behave at the workplace. There are some people who find it extremely difficult to reach office on time, concentrate on work and maintain the office decorum. Now, what do we do with such employees? Believe me, scolding them, criticizing them, abusing them will make situation even more worse. You need to deal with them tactfully. Never make them feel that they are unwanted within the organization.

Let us go through some tips which would help you deal with problematic employees and their irrational behaviour at workplace.

Never ignore them. Lend a sympathetic ear to their problems. Remember, there has to be a certain reason as to why an employee behaves in an unacceptable way. As a manager, it is your duty to find out the cause. If someone is coming late to work daily, find out whether he stays too far from the office or has some other problem. Believe me, the other person would feel happy to see your concern and try his/her level best to change.

Take action immediately. Do not wait for the right day to come. Sit with them, speak to them, discuss their problems and try to resolve the same as soon as possible. Problems left unattended only escalate. You have to be patient with them. They might not open up on the first attempt.

Some people don’t even realize that they are the problem creators and need to change. As a manager, it is your duty to make them realize that their behaviour is not at all ethical and they need to behave as a mature professional. Be polite with them. If you shout at them, they will not only become stubborn but also speak ill of you. Trust me; they will not even bother to listen to you. Throwing them out is not the only solution. Try if you can mould them and make them realize their own mistakes.

Grievances need to be addressed in private. Take the person into the conference room or meeting room and address the issue calmly. Do not allow anyone else apart from the individual concerned to be a part of the meeting. How would you feel if your problems are addressed in public? In fact no one likes it. Motivate them to get rid of their negative traits and qualities. Guide them in their day to day work. Let them know how a small change in their behaviour would create wonders for them. Nothing is more important than self realization. Set targets and link them with incentives, cash prizes, additional perks and so on. Encourage them to participate in various training programs willingly and not for the sake of marking attendance. Counselling is essential.

If the employee still does not behave in appropriate manner, ask him/her to find a new job. You need to make them realize as to why you do not need them in the system and how their behaviour is spoiling the work culture? In most cases, employees do change and start behaving sensibly. If you still do not find any change in him/her, please show the exit door immediately.

Article Written by

MSG Team

An insightful writer passionate about sharing expertise, trends, and tips, dedicated to inspiring and informing readers through engaging and thoughtful content.

Leave a reply

Your email address will not be published. Required fields are marked *

Related Articles

Ways to Influence Employee Behaviour

MSG Team

Types of Employee Behaviour

MSG Team