How to Correct the Behavior of Troubled Employees

As a supervisor, it's your responsibility to observe employee behavior. When there's a troubled employee within the workplace, looking the other way can have a negative impact for everyone on staff. A troubled employee's behavior could lead to a workplace meltdown, and someone might even get physically hurt. Taking appropriate action with a troubled employee requires tact, patience and determination.

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Instructions

- 1
  
  Assess the employee's behavior thoroughly. When you work with someone day in and day out, you generally come to know him. If there's a change in his behavior and performance that lasts longer than a day or two, it's often the first sign that he may be troubled. Warning signs that an employee may be troubled include frequent tardiness, excessive absenteeism, change in performance and signs of physical illness.
- 2
  
  Approach the employee and let her know you've noticed her performance hasn't been up to par. Resist the urge to ask her outright if she's troubled, as this could make the employee feel you're being confrontational, and lead to an outburst.
- 3
  
  Express your concern, and ask the employee if he would like help. If he's feeling overwhelmed by his job, the offer to help lighten the load may be enough to correct the problem. If the employee accepts your offer of help, continue to observe his behavior and performance. If he doesn't show signs of improvement, take further action.
- 4
  
  Recommend the employee to the Employee Assistance Program (EAP) to see a counselor, if you have such a program in your company. If you do not have an EAP in your company, recommend the employee to an outside counselor.
- 5
  
  Follow up with the employee after recommending her to a counselor. Following up reinforces your concern and shows the employee you value her. It will also reinforce your expectations for her to perform to her capacity on the job.

Tips & Warnings

Employees exhibiting troubled behavior due to illness should be recommended to seek disability compensation, if their illness prohibits them from performing their job.
If you don't currently have an EAP in your company, consider putting one in place, to benefit staff and maintain harmony in the workplace.

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How to Correct the Behavior of Troubled Employees

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