Dealing with difficult employees as a manager

Often people complain that their boss is not good. He takes them for granted. He doesn’t appreciate their true efforts. He has no heart and is only a number crunching robot. He doesn’t care about their emotions at all and he doesn’t know how to treat human beings. Well that is a story we all have heard about. What about other side of the flip? Have you ever been a boss yourself? If you were one, then you definitely know that it is not an easy task to be one. Being boss means taking responsibility. That is taking the responsibility of your actions alone but as well as of those whom you can only influence, but they will do the things they want to do. During this tug of war, many problems arise and get solved by the boss on a daily basis. However, there are problems that need extra skills to get them done out of your way. These problems are usually unique in nature and vary from case to case. These problems arise due to the difficult to handle employees. No company can go into the job market and pick out perfect employees. It is extremely difficult to find the right kind of guy for each job.

There will be situations when being boss you will have to deal with an extremely tough nut to crack. At this time you would wish, that you are not the boss. People have always been in this situation and will always be. The need is to understand that you shouldn’t be too aggressive while dealing with these employees. If such a situation arises where you have to deal with someone really difficult, then the first rule of thumb is to never confront straight with that employee. Second important thing is to try to get information on the situation from as many sources as possible. Try to make a neutral picture of the whole scenario. Once you are able to conclude what happened, then call in the employees involved in the conflict turn by turn. Ask each of them what happened individually. Try to convince the more normal being that the company knows that he’s right, and he doesn’t have to worry. At the same time, the problem maker should be warned in a diplomatic way, so the distress of the company on the event should also be conveyed in a lighter manner. If you have a problem making employee, other employees should be directly or indirectly conveyed about the condition of that employee. Last very important thing is that the boss or any other employee should never try to over react over a problem arising due to the problematic employee. A silence and patience in itself will deliver a greater lesson to the employee.

Source:
UK Wholesalers