Certain standards are expected from employees. If these are not met it can affect profitability and upset the rest of the team. But what’s the best way to approach troublesome employees? Do you come down like a tonne of bricks or should discipline be used to correct behaviour rather than punish it?

Most employees want to do well and progress in their career, but they need guidance, training and understanding rather than threats and warnings. Here are a few tips on how best to overcome issues.

Don’t lose your cool
Be rational rather than emotional. Anger can cause the employee to feel personally attacked. A calm discussion to get to the root of the issue is a productive way forward. A firm but soft voice is the best way to discuss a behavioural issue. Otherwise the employee could become emotional and may not open up and tell you what’s wrong, thus achieving nothing.

Don’t talk down to employees
Communicate to employees at the same level. It’s in both your interests to resolve this matter. Remember, your employees are the best asset you have! Ask them what’s wrong; you may be surprised by the answer! It may be something very simple: frustration, or they are not getting the training they feel they need. If you know the cause you can fix it.

Explain clearly what the problem is
In most cases employees are unaware that their behaviour affects the whole team. In this case you need to let them know what the issue is, what impact it’s having and the reasons you feel the need to address it. Once someone is aware of their actions and the impact on others, generally they do want to fix it.

Don’t threaten, correct!
Threatening staff into the correct behaviour is only a temporary fix, it also shows that you don’t value your team. Use corrective measures and provide a detailed explanation of how you want your employee to behave.

Working together ensures that employee and employer are on the same page and can tackle the issues together. Talking through issues avoids any misunderstanding of what’s expected. Explaining the need for disciplinary helps them recognise their behaviour and gets to the root of the problem.

End on a positive
It’s important to recognise the good in the employee and that should be praised. You don’t want them leaving a disciplinary feeling angry and negative. It also recognises that you are aware of the good and not just the bad. A positive approach usually forms a stronger bond between you and your employees: it also shows and that you are fair and want to invest in making the workplace better for all.

Feel free to get in touch with us if you have any questions about staffing issues.

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