How to deal with combative employees

Are your employees at each other’s throats like Democrats and Republicans? Are you tempted to send them to their rooms for a time out?

Employee aggression is often left unchecked by managers and coworkers. No one wants to tackle the troublemaker because they are often explosive. It’s usually easier to ignore their bad behavior than stand up to it.

The problem with this approach is that the employee will continue to act in an unprofessional manner. After all, it’s gotten them results this far. The more their bad behavior works, the more they’ll employ it.

If you’re the manager, your other staff members look to you to deal with issues such as this. You’re the one getting paid the big bucks, after all. If you don’t deal with the matter, not only will the employee get worse, but if others see you as ineffectual or weak, they may act out as well.

Here are 6 quick tips to nip it in the bud and restore office order:

• Prepare yourself: Allow yourself to feel calm and confident before talking to the employee. Don’t let them rattle you. After all, when it comes to losing tempers, they’re better at it than you.

• Be direct: It’s no fun telling someone they’re behaving like a jerk, but sometimes it’s best to go straight to the heart of the matter. There is a chance the employee may not realize how disruptive their behavior is and hearing it clearly may make them willing to change on their own. If not, there will be no confusion later if repercussions are necessary.

• Listen: There is never an excuse for bad behavior, but is it possible the employee has a legitimate complaint they don’t know how to express. Now is the time for them to ask for help if they need it and get coaching on how to handle issues in the future.

• Be clear: Spell out the consequences for the employee if they aren’t willing to modify their behavior. Again, be direct so there are no surprises later if more drastic action is necessary.

• Get backup: Call in a witness from HR or another manager who can help keep things calm and offer an additional perspective if necessary.

• Eliminate the problem: If the employee can’t or won’t change, they need to go. Their lack of manners affects your whole team, organization and members. Terminate them according to your organization’s process. Even if the employee screams and rages on their way out, everyone else will thank you.