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Executive Leadership Techniques: Handling A Problem Employee
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Executive Leadership Techniques: Handling A Problem Employee - Executive Leadership Articles

Executive Leadership Techniques: Handling A Problem Employee

Executive Leadership Articles

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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