How to Deal with Difficult Employees as a Supervisor

Recognize and deal with difficult employees before problems get out of hand.

Difficult employees display behaviors that can be discomforting, distracting and counterproductive to the goals of the organization. The behaviors of a difficult employee can range from constant gossip to inability or refusal to perform job tasks and responsibilities. Other difficult behaviors include mistreatment of coworkers, dishonesty and misuse of company property or products. It is important for supervisors to identify, step in and halt the actions of difficult employees before more harm is done.

Instructions

1. Review your organization's employee handbook and policy guidelines that provide information about expectations of company employees. Useful guidelines include the company's code of conduct and ethics, rules on workplace violence, the sexual harassment policy and rules governing the use of company equipment and property.

2. When the difficult employee displays behaviors that are in violation of the company's expectations, document the problem, report the behaviors to the human resources department and set up a meeting with the employee along with an HR representative.

3. Meet to discuss the individual's inappropriate actions and behaviors. Explain to the employee how her behavior was in violation of policy, and allow her an opportunity to discuss the reasoning for her actions or behaviors. If the employee is a union member, be sure to comply with all union contract guidelines and allow the employee to have her union representative present during the meeting.

4. Provide the employee with a verbal warning. Inform the employee of actions that the organization will take if she continues to display behavior or actions that are in violation of the organization's policy.

5. Determine an action plan and positive steps the employee can take to correct inappropriate actions and behaviors. Get input from the employee to develop the plan. For instance, provide the employee with an opportunity to attend training -- such as courses for team building skills, stress management, business etiquette or anger management -- to give the employee tools to change his negative behaviors and actions into positive ones.

6. Document what was discussed, the date of the meeting and the outcome of the meeting, including any action plan for correcting the problem.

Tips & Warnings

• Ensure that your organization's employee handbook and policies are up to date and compliant with state and federal laws.

• Always remain confidential and keep documented notes of the problems and corrective actions in the employee's personnel file.

• Do not speak to the employee in a demeaning, accusatory or negative tone.

References

• Entrepreneur: 5 Steps to Deal with Difficult Employees

Resources

• Society for Human Resource Management