Unequivocally, in any workplace, handling and documenting employees with a negative demeanor can be quite challenging. However, it is very paramount to address this issue promptly because it can affect team productivity and the overall work atmosphere. This guide aims to offer valuable insights on this tough topic.
Identifying the Issue
The first imperative step is to clearly define and identify the negative attitude. An employee’s bad attitude can manifest through different behaviors such as:
- Consistent lateness for work or meetings
- Snarky or disrespectful remarks towards colleagues or leaders
- Consistent failure to meet job performance requirements
- Violating rules of professional conduct and respect
- Hostile or rude behavior when assigned tasks
Documenting Each Event
For a precise assessment, always remember to document every incident showcasing the negative attitude of the employee. This should encompass all that was said, done, and the repercussions of their negative conduct. It not only helps in providing a clear picture but also backs up your claims with actual facts.
Addressing The Behavior
As soon as you notice negative behavior, you should address it immediately. Leaving it unaddressed for long might communicate to the employee that their behavior is acceptable. It is advisable to have a direct and private conversation with clear, concise, and non-accusatory communication focusing on their actions rather than their personal attributes.
Taking a Coaching Approach
One of the most effective ways to alter bad behavior is by taking a coaching approach. Engage the employee in a series of coaching questions that aim to identify possible underlying workplace issues causing their behavior and what they want in their career here. This approach creates a more supportive and empathetic interaction.
Implementing a Feedback Loop Due Diligence
Always be diligent with providing feedback, both positive and negative. Continual feedback can serve as a vital tool to help employees understand how they can improve, motivate them to be their best and encourage them to remain engaged.
Privacy and Respect
Whatever approach you choose to address the issue of negative attitude, it’s always crucial to respect the employee’s privacy, whether it’s in a one-on-one meeting, a performance review, or an email communication.
Creating a Plan for Improvement
After addressing the issue with the employee and listening to their response, the next step is to create a plan for improvement. Set realistic and manageable goals and consistently check on their progress.
Conclusions
Handling and documenting an employee with a negative attitude isn’t an easy task for anyone, but with the right approach, you can turn things around. Remember, open communication, clear documentation of behavioural incidences, timely intervention, and understanding are crucial elements in dealing with an employee with a bad attitude.