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Executive Leadership Techniques: Handling A Problem Employee
One of the greatest responsibilities and therefore greatest challenges of an Executive Leader is managing personnel.
People can be unpredictable and when problems arise, it is up to the Executive Manager to resolve the issues quickly
and efficiently to maintain a positive work environment. Here are some things to consider when dealing with a problem
employee.
Is this a policy problem? Does your organization have clear guidelines for employee behavior? Do you need one? Depending
on the business, company atmosphere can range from very casual to extremely formal. Be sure your employees know what
your expectations are with clients or customers and with each other. These guidelines can be written into employees'
contracts when they are hired. Clear and consistent standards give you a starting point to begin dialogue with a problem
employee.
Reprimands should be done privately. While praise in front of others can be highly encouraging, criticism in front of
others can be humiliating. As an Executive Manager, your goal in confronting a problem employee is to minimize disruption
to the normal workflow. An embarrassed employee can quickly become a resentful employee, which may cause additional problems
in the workplace. Keep your reprimands professional and private. Try to limit the number of people who are aware of the
criticism to only those who need to know.
Document everything, and ask pertinent parties to document everything as well. With today's technology, it is possible
to keep a record of a lot of our daily activities. Therefore, it would behoove Executive Leaders to maintain a record
of the problem employee's behavior, including all electronic correspondence. If you have subordinate managers in your
organization, encourage them to do so as well. Provide employees with a way to bring their concerns to you in writing.
This documentation gives you, as an Executive Leader, the information you need to discuss the situation with a problem
employee.
If you have to ask a problem employee to leave your organization, do so quickly and professionally. Termination of an
employee is one of the most difficult situations for an Executive Leader. Just as with reprimanding an employee, firing
an employee should be done privately but also as quickly as possible to limit the disruption of the rest of the organization.
Also, keep all documentation of their employment including the issues leading to their termination for at least a few
months after they leave the organization in case they file a grievance against the company.
Just as in the rest of life, there are difficult people in the workplace. While dealing with a problem employee may
be uncomfortable, the health of the company and the well being of other employees is a manager's greatest responsibility.
It is ultimately up to Executive Leaders to maintain the high standards they set for their business for the benefit of
the organization as well as all employees.
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