5 ways to deal with a problem employee

Every manager can think of one employee that they’ve had issues with over the years. The employee either has a handful of personal problems, isn’t a team player, or just can’t perform at the level that is expected of them. If you’re currently dealing with an employee like this, here are five ways you can handle the problem.

Listen up: When dealing with any problem, listening is usually a good place to start. Sometimes, problems can make us take a step back, especially if we’re frustrated or irritated. If your reaction is to be less attentive, try to do the opposite and throw your attention towards to the problem so you can get a better idea of why your employee is acting the way they are. Never assume you know what’s going on before you’ve done some research. You may be pleasantly surprised to find out that an employee’s actions are being caused by an underlying issue that isn’t their fault.

Take notes: If you’ve had minor issues with an employee on a recurring basis, you may not even realize that you’ve been sweeping a problem under the mat. If you keep detailed notes on the things you’re dealing with, you may realize over time that your employee is a bigger problem than you thought. If there’s a cancer in your office, it needs to be cut out. Firing someone isn’t easy, but sometimes it’s for the best.

Provide feedback: If you have issues with an employee, tell them. We’ve all been in a situation where we try to just ignore a problem in the hopes it will go away on its own. Instead of doing that, let the employee know about the issue and give them ways to improve things. They may not be as aware of the problem as you are, so loop them in on what’s going on.

Be consistent: Consistency is important for enforcing rules. If some rules seem loosely enforced, you’ll likely have a problem getting employees to take them seriously. Set standards and don’t play favorites. It’s okay to be consistently lenient on some things, but make sure your employees know that the important things have consequences.

Be a pro: Confrontation isn’t easy, but remember business is business. No matter the relationship you have with an employee, it’s a workplace and there are expectations. Keep it black and white. Take emotion out of it. As a boss, you expect x and y. Make sure you politely and professionally convey that message.