Five Ways to Deal With Difficult Employees

stressed people

The United States is home to millions of workers. Some can be found domestically, while people can find others internationally. There are about 157 million employees in the country’s labor force, which is expected to increase in the coming years.

These employees work in a variety of industries and occupations. For example, they may be doctors, lawyers, construction workers, or any other type of worker. Some work in the private sector, while others work in the public sector.

No matter where they work or what they do, some employees have one thing in common: they can be challenging to deal with. Difficult employees come in all shapes and sizes. They may be lazy, constantly late, uncooperative, or do other things. Whatever their particular issue is, difficult employees can make life difficult for those around them.

If you’re dealing with a problematic employee, here are five ways to handle the situation:

Talk to Them

As a leader, you have to be able to communicate effectively with your employees. This means being able to have difficult conversations. For example, if you’re having trouble with a particular employee, sit down and talk to them about it.

Try to get to the root of the problem and see if there’s anything you can do to help them. For example, maybe they’re experiencing personal issues affecting their work. Or perhaps they’re just having a hard time adjusting to their new role.

Talking to them will give you a better idea of what’s happening and how you can help.

After the talk, implement an action plan. The action plan should include setting specific goals, establishing a timeline, and providing feedback.

You may need additional action if the employee doesn’t improve after the talk.

A manager talking with employee

Do a Performance Review

If you’re still having trouble with the employee after talking to them, it may be time to do a performance review.

A performance review is a formal process in which you evaluate an employee’s work. It’s an opportunity to give feedback and identify areas of improvement.

The performance review should be based on objective criteria. This means you should look at things like attendance, quality of work, and attitude. Avoid making personal judgments or criticisms. Once you’ve finished the performance review, sit down with the employee and review the results. Discuss what they’re doing well and what they need to improve.

The performance review can also work for employees who are improving. It can be a way to give them positive feedback and reinforce good behavior. Interestingly enough, a performance review can also help you create a more in-depth action plan known as a performance improvement plan.

Performance Improvement Plan

If an employee’s performance is still not up to par, you may need to create a performance improvement plan.

A performance improvement plan is a document that outlines specific goals for the employee to improve their performance. It should be based on the results of the performance review.

The performance improvement plan should be specific, measurable, attainable, relevant, and time-bound. This means it should include attendance goals, deadlines, and clear standards.

Once you’ve created the performance improvement plan, sit down with the employee and review it with them. Make sure they understand what’s expected of them.

Train Them Better

Sometimes, the problem isn’t with the employee. It’s with the training. If an employee is having trouble doing their job, it may be because they’re not adequately trained.

Before properly training an employee, you need to assess their skills and knowledge. This will help you identify any gaps in their training. Once you’ve identified the gaps, you can create a training plan to help them improve. Feel free to hire a training service to do this for you.

Take Them to Court

Sometimes, a difficult employee might be too much for you to handle, especially those caught stealing multiple times. Employee theft costs the economy billions of dollars, and you shouldn’t let your employee get away with it.

If you catch an employee stealing, you should take them to court. It’s the best way to ensure they’re punished for their crimes. A subpoena service can help you gather the evidence you need to prove your case in court. Then, they’ll serve the subpoena to the employee and have to appear in court.

Taking an employee court is not limited to just stealing. They can be taken to court for all sorts of things, like harassment, discrimination, and more. So don’t be afraid to do this if things get out of hand.

Challenging employees can cost your company a lot of money. They can also create a hostile work environment. However, with the right tools and strategies, you can deal with them effectively. Use the tips in this article to help you deal with difficult employees.


About the Author

Scroll to Top