Effective Approach to Deal with Unwanted Employee Behavior - Term Paper Example

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These guidelines provide a framework for formulating strategies that can be applied in dealing with the problems caused by undesirable behaviors by the employees. Therefore, the guidelines take the managers through each step that can be used to ensure that the problems are fully rectified …
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Effective Approach to Deal with Unwanted Employee Behavior
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Performance Management
Effective Approach to Deal with Unwanted Employee Behavior
Unwanted employee behaviors should not be ignored by the managers, given that there is always a way to deal with the problems. Therefore, there is a need to understand that developing effective ways of dealing with the problem can add significant value to the company. However, there are instances where the managers deicide to ignore unwanted behaviors, thereby living by the rule hoping the behaviors will disappear. Nevertheless, a manager should understand that this is not a good strategy since it creates a chance for the problem to become progressive.
According to Javitch (1), the first step involves an intervention; whereby, there is a need to take action in response to the negative behavior portrayed by the employees. In fact, if the problem is not addressed in a timely manner there are high chances of escalation. On the other hand, as a manager it is wise to understand that an employee may have no idea that their behaviors are causing problems such as a negative reaction from others. In this case, these employees consider the negative reaction to being a form of frustration in their working place. In addition, there is a need to speak up in case there is a problem, and the manager has the responsibility of taking the necessary action to solve the problem. This involves taking responsibility of changing predicament by addressing an issue in the situation when there is no feedback projection. Moreover, this step requires gathering of information from the employees for discerning extent of the issue through personal evaluation of employee reaction towards different conditions.
The next step involves a personal research on problem, whereby a manager should gather relevant information through an interview in the conference rooms or offices. When information is gathered through a research, a manager can be able to address the issue effectively. At this stage, the manager seeks to understand whether the employees are fully aware of the problems, and through this way, a manager can determine whether the employees are aware of their unwanted behaviors. Moreover, in case the employee is not aware of their unacceptable behaviors, the manager gets the chance to describe the problem caused by the employee behavior to them. However, this step may involve disagreements, interruptions as the employees try to deny the issue; thus, the manager should use good examples to describe the unwanted behavior. On the other hand, the employee should also be given a chance to respond to allegations made against them and the manager should facilitate intellectual acceptance of the problem existence.
The final step involves correcting the problem that has been identified whereby the employee is made to understand the negative implications of their behaviors, to themselves and others. At this stage, the manager coaches the employees on the way to display acceptable behaviors in the organization. The manager urges the employees to practice and try new behaviors that are positive, and the manager conducts an evaluation of the employee performance, thereby proving feedback to them.
Value in the Guidance
These guidelines provide a framework of formulating strategies that can be applied in dealing with the problems caused by undesirable behaviors by the employees. Therefore, the guidelines take the managers through each step that can be used to ensure that the problems are fully rectified in the organization.
Works Cited
Javitch David. “5 Steps to Deal with Difficult Employees”. Entrepreneur. June 1, 2009. Available online from: [Accessed on Jan 29 2013]  Read More
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