We have all worked with the difficult employee. However, how we handle them can make or break
us as a company. Our goal as a manager is to take the problem out of the employee, not to take the employee out of the company. If you choose to terminate difficult employees, it may become difficult for you to find employees who are willing to work for your organization.
Turnover, when done because of a difficult employee, is extremely costly as you can see from the list below. These are some of the costs associated with this kind of turnover:
However, if you as a manager, attempt to improve a performance problem, more often than not improved performance occurs. It is the most cost effective way to handle a problem employee. And to prevent excessive turnover!
Degrees of Difficult Employees
The New Employee
The Inconsistent Employee
The Unbalanced Employee
The Mediocre Employee
The Marginal Employee
The Intolerable Employee
These solutions will provide you with a six-step intervention model to deal successfully with problem employee situations:
Three KEY principles must be followed in order to handle the situation correctly:
Remember, termination comes only after all ofther good faith efforts to improve performance have been exhausted. Terminiation must be for just cause. The reason for the dismissal must be clear to all involved, especially to the employee.