Dealing with Problem Employees - Research Paper Example

? Dealing with Problem Employees Problem employee is considered to be a grave issue for most of the organizations. It is considered to be inappropriate behavior of the employees that tends to hamper the effectiveness of the organization. The chief objective of the paper has been to identify the ways to deal with such employees. Various methods are generally implemented by the organizations to deal with such employees that include coaching and feedback system among others. In case, the employee’s behavior remains unchanged even after implementing the aforesaid approaches, then termination is considered to be the best viable option. Introduction Problem employees are considered to be those employees who are consistently reluctant or incapable to follow the guidelines or meet the performance standards that set by the organizations. In this similar context, it has been apparently observed that there generally exist two forms of problem employees such as employees causing problem and the employees with problem. Employees causing problem might cause difficulties for other employees of an organization. Conversely, the employees with problems might be those whose personal problems can lead towards distraction from work. If the managers of an organization are capable of handling problem employees in a proper manner, then they can resolve the issues without hurting the morale of such employees. In case, a supervisor views poor performance of the problem employees, then in such circumstances they tend to accuse the employees due to their lack of capability or effort. The supervisors in an organization shall be capable of dealing with the problem employees only to the degree when they can make undesirable behavior of such employees ineffective. It has been apparent that such problem employees tend to hamper the productivity of an organization by a greater extent. It is quite imperative for the supervisors of any organization to administer such problem employees at the earliest in order to prevent the organization from any sort of harm and conflicts (Daly & Kleiner, 1995). The chief objective of the paper is to comprehend the meaning of problem employees and to identify the ways in which the companies can easily deal with them within the organization. Moreover, the paper intends to detail the necessary steps that a supervisor needs to adopt in order to deal with the problem employees. Details The initial and primary step that the supervisor of an organization needs to follow in order to handle problem employees is enquiring whether such employees actually possess any problem or not. In general, it can be affirmed that treating the employees within an organization in a different manner ultimately encourages the aspect of problem behavior. In such cases, the behavior of other employees can also get influenced by taking into concern the aforementioned fact that ultimately hampers their work performance by a considerable level. It is quite imperative for a supervisor when dealing with problem employees to act quickly along with a responsive manner. In case, the problem is not resolved with the help of simple approach, it becomes vital for the supervisors to counsel the employees by exercising progressive discipline based approach (Trice & Belasco, 2012). It is to be remembered that the problem employees require much time as well as practice regarding the adoption of acceptable behavior. In the training program, supervisor would be required to specify the problems in clear terms and also remind the employees about the objectives of the company. A supervisor is further required to communicate the employees effectively regarding the behavior that is expected from them in the near future. One of the imperative roles of a supervisor in dealing with the problem employees is to persuade the problem employees about the organizational policies. Furthermore, a supervisor is also required to frequently scrutinize the individual behavior as well as the attitude and job performance of the problem employees. In addition, certain disciplinary actions also need to be implemented in order to alter the minds of the problem employees that eventually raise work productivity by a greater extent. During such circumstances, it is quite important for the employees of an organization to be quite supportive. A few of the superiors also tend to implement the punishment method as the only feasible strategy that can be used in order to alter the behavior of the employees in the organization. However, the superiors of the organization need to be aware of the potential disadvantages related to punishment method as it may harm the emotions of the employees at large. It has been identified that at times the problem employees can be dealt in with the assistance of professionals who can assist in alerting the behavior of the problem employees (Trice & Belasco, 2012). Numerous companies as well as unions tend to deal with the personal problems of the problem employees by the execution of different employee assistance linked programs. It has been noted that the employee assistance based programs tends to be quite cost-effective in managing the personal problems of such employees that can possess significant influence upon the work performance of the problem employees at large. The supervisors of an organization can also address the inacceptable behavior of the problem employees with the help of an effective feedback system. In this regard, feedback system is generally considered as the method of delivering work behavior related information to the employees that impacts the workplace by a greater extent (Ilinois University, 2012). With the help of feedback system, companies would be capable to identify the problems possessed by the problem employees that often lead towards causing disturbing behavior within the organization. The supervisors or the managers of an organization require offering continuous feedback to the problem employees in order to alter their inacceptable behavior and raise their operational performances. The best way to handle the problem employees can be considered as the way companies deal with their employees in a well-organized manner. If a company possesses well developed principles as well as policies, then it will be capable of appropriately determining the problem employee and necessary solutions to deal with. In case, the problem employees continue to practice inadequate behavior and refuses to enhance the situation, then it becomes quite important for an organization to terminate them. According to the rules and regulations of a company, the problem employees must be offered with the time to state their unacceptable behavior. If this practice does not lead to any improvement in the behavior of the problem employees, then in such cases it becomes quite imperative to terminate them (Grote, 2006). Conclusion Employees are considered to be the assets for an organization. However, two forms of employees prevail in the organization. One tends to be quite dedicated and committed towards the work while the other observes to be hurdle for an organization. Such troublesome employees are generally referred to as problem employees. It is quite imperative for an organization to deal with such employees effectively so that the other employees do not get affected with their ineffective actions. There are numerous ways of handling such grave issue related to problem employees within an organization. Coaching is considered as one of them through which the supervisors or the mangers of an organization shall be capable of training the problem employees with regard to the improvement in their behavior within the organization. It has been observed that the supervisors of an organization play an imperative part in dealing with such major issues in the organization. Feedback system also has a role to play in improving the behavior of the problem employees. It can be concluded that the above approaches can become successful in dealing the problems associated with problem employees as the approaches are based upon modern methods that are employed by most of the organizations at large. References Daly, D., & Kleiner, B. H. (1995). How to motivate problem employees. Work Study 44(2), pp. 5-7. Grote, R. C. (2006). Discipline without punishment: the proven strategy that turns problem employees into superior performers. United States: Amacom Div American Mgmt Assn. Ilinois University. (2012). Taming with the difficult employees. Retrieved from http://www.lib.niu.edu/2002/ip020522.html Trice, H. M., & Belasco, J. A. (2012). Supervisory training regarding alcoholics and other problem employees: a controlled evaluation. Quarterly Journal of Studies on Alcohol 29(2-A), pp. 382-398. Read More