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crowd! Many of my coaching clients - businesses owners or managers - tear their hair out over one or more toxic employees. In our business environment, we tend to recreate the dynamics of the family we grew up, so no wonder problems develop. It's amazing often a business owner or manager will endure a 'problem' employee, unable to help the employee make positive changes and unable to fire them when necessary. Tolerating a problem employee is like walking around with a sliver in your foot - highly irritating, but you can kind of get used to it. Then, when you finally pull it out, you can't believe the relief! That relief generally comes in one of two ways: either you and your employee are able to make some mutual improvements, or you part ways. I recommend a two step approach to this issue. First, you do whatever can be done to turn the situation around. Very often, you may have made a few half-hearted attempts to resolve the situation, but feel lost at sea about what else can be done. You must address the issues directly, calmly and clearly with the employee. Expectations must be set, problems and solutions explored. Check in regularly with the employee to monitor progress. On a more powerful level, the turnaround can result when you learn your own and your employee's behavioral style. I like to use the Platinum Rule assessment, developed by Dr. Tony Alessandra. It's inexpensive ($30 - $50), easy to understand and extremely powerful in helping us understand our own and others' behavior. Your style and this employee's style probably differ. (For more information on the Platinum rule, visit: http://www.authentic- alternatives.com/platinumrule.htm ) The Golden Rule advises you to treat others as you would like to be treated. The Platinum Rule advances this to the next level and suggests that you treat others as you would like to be treated. Your 'problem' employee may be - and probably is - a different style than you. The Platinum Rule shows us four core behavioral styles (Relater, Socializer, Thinker and Director) and gives us many concrete tactics of how we can flex to meet the other person's style. I have seen near miracles occur - the proverbial light bulbs go off - when my clients use this assessment to better understand themselves and their employees and co-workers. The second step of the two-step approach: suppose you've fully implemented the first step (turnaround) and the situation remains unacceptable. Now it's firing time, and because I bet you care about other people, you know that it's one of the most unwanted and difficult tasks an owner or manager faces. I encourage my clients to remember that a business or organization cannot afford to carry an unproductive and toxic employee. An employee person unwilling or unable to make the necessary improvements must be sent to find an employment situation that fits them better. This does not make you an evil or uncompassionate human being. So pull out 'the sliver' and create a positive, unstoppable team. The number one key to professional success is the quality of the people you surround yourself with - employees, colleagues, spouse, friends. Life speeds by, so remove the rocks from your river and let it flow forward, full force. If you can't turn around a problem employee, you must let them go. It's not your fault and if you want your business to flourish, and you will at times find you have to terminate.
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More Articles:1. Turnaround or Terminate? How to Deal with Problem Employees By Anne Alexander Do you struggle with a "problem" employee? If so, join the crowd! Many of my coaching clients - businesses owners or managers - tear their hair out over one or more toxic employees. In our business environment, we tend to recreate the dynamics of the family we grew up, so no wonder problems develop.It's amazing often a business owner or manager will endure a "problem" employee, unable to help the employee make positive changes and unable to fire them when necessary. Tolerating a problem employ… 2. Management Training: Are You Satisfied With The Results? By Marcia Zidle If you’re not satfied with the results of your management training programs, maybe it’s because you handle training as a ‘one shot’ event rather than a process of developing your people to be better managers.One of the common misconceptions is that a manager can take a course and voila he is now skilled in communicating with others, or managing his time or delegating work. Rome wasn’t built in a day. Neither will people change in one day. Particularly many leadership competencies require se… 3. How Leaders Create Trust People buy from you, offer help, and grant rewards based on trust. Here are ways to increase your success by creating trust. While we do most of these things, missing even one of them can ruin it all.Be Dependable* Deliver what you promise and promise only what you can deliver. Report delays immediately. * Be on time. Leave early for appointments. Set realistic deadlines allowing for the unexpected. * Show courtesy by returning phone calls. * Be predictable. Use self control: anger repels and sc… 4. Your Appraisal System Can Be Better – Overcome These Nine Serious Failings By Bill Robb This article is directed at senior managers. As a senior colleague you have the authority to make tremendous improvements. You can have maximum effect in improving your existing appraisal system or starting one that contributes to profits or other targets.1. Bad experiences of appraisals.For a senior manager like yourself, it is important to accept that many people fear and dislike appraisal interviews.Many people have had terrible experiences when being appraised. Consequently, they think app… |
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