Bad behavior at work can negatively impact the bottom line, and even worse, it's catching. Studies on human behavior show that when one or more members of a group break the rules, sidestep responsibilities and ignore interpersonal expectations, others are likely to follow.
Even for the most capable leaders, it can be intimidating to confront difficult individuals. Why? Maybe we think we need them or it would take time we don't have to replace them. Or perhaps we worry about being seen as a bad guy by other staff. Maybe we don't know the best way to give someone a chance to change but ultimately hold them accountable.
The reality is, if you see someone as a problem, chances are your team does too. For employees that come to work every day and do their jobs well, it can be demoralizing to see someone who doesn't, tread water with no apparent consequences. The top-level employees aren't likely to resort to the same bad behavior but many will feel less motivated to go the extra mile. Most individuals want to perform their jobs well. When you have consequences for people who are not doing their jobs, you show everyone what is expected.
If you've gotten to the level of being in a leadership position, it's likely that you understand that people often need direction and feedback in order to fully understand what is expected of them. Rarely does a star employee just happen. More than likely, they have had the benefit of some really good coaching. So how do you tackle bad behavior and give someone an opportunity to turn things around?
1.Nip It In The Bud
You may be inclined to wait and see if something develops into a larger problem but understand that as the leader of the team, if you do not address negative behaviors, you are likely to get more of them. You don't have to use a hammer when a word or two will do, but you should address things quickly after you see them or are made aware of them.
2.Remember The 6 Be’s
Be prepared, be specific, be brief, be direct, be honest and be neutral. If you think about what you want to say ahead of time, it's much easier to be both specific and brief. A neutral tone of voice and sticking to the specific behavior gives individuals more room emotionally to correct their own behavior.
3.Save Face
When you do confront an employee who isn't playing nice, be sure to do it outside of a team setting. Embarrassment is likely to make someone more resistant to seeing your point of view.
4.Build Trust
if you feel like you have an employee that could be a real winner with a little coaching, tell them. Let them know that you're committed to their success and invested in helping them grow. Sometimes just knowing someone thinks you can do it is really motivating.
5.Praise Where You Can
With very difficult employees, this can be challenging but positive reinforcement is powerful so do your best to “catch” people doing good.
6.Make A Plan
if you've tried and you don't feel like you're getting through, make a plan. Maybe it is an action plan you share with the employee of your expectations and the consequences of not meeting them. Or maybe it's simply a plan to replace an employee that just can't be brought into the fold. Either way, you'll have an idea of your next step.
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