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About Us
These "Management Files" are mainly for Middle & Senior Management and Business
Owners. The various topics are meant to remind and to stimulate management thought.
Please note: Our firm does not carry-out or furnish research in these areas. This area of our web site is available only
as a public service to foster thought and better management in today's fast-paced environment when the human factor of business is often taken
for granted and/or even overlooked.
We are not a source of facts.
Management Styles
Supervisory Approach
Management - Miscellaneous
Communication-Verbal/Listening
Communication - Non-verbal
Creative Process
Creativity
Staff Motivation
Problem Employees
Personal Crisis -Indicators
Work Related Values &
Work Environment
Meetings
Presentations
Marketing Assessment
Prospecting
Customer Service
Management Files - main mage
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PROBLEM EMPLOYEES
— In each problem situation, examine yourself as well as the employee(s).
- Often employees give their managers a difficult time - they seek out the
manager's weaknesses and try to exploit them.
- They may do so for personal amusement or for the attention / entertainment
of their co-workers
- Examine your weaknesses - ask those you trust to help discover them.
You may find the key that allows your staff / employees to exploit
a vulnerable point.
- A minor change / adjustment may help solve a major problem.
— If an employee is always late or projects are never ready by deadline - request
a private conference.
- Explain your concern, but also inquire to the reasons...
- Are there problems that you are unaware of etc...
- Determine attitudes that influence the situation
- Ask the individual to determine a plan that he/she will follow to correct
the problem; and set up a time to meet again to review the progress.
If the individual establishes the plan, it will usually be tougher
and more likely to be followed.
Remember: Replacing an employee is costly in terms of time,
investment and training. A small investment of time now may
result in a new and "improved" employee.
- Document your meetings and findings in the event that the situation does
not improve and you ultimately need to terminate the person.
— Remember when you allow comments / complaints to be made and passed for
truth without verification, you will likely lose the respect and loyalty of
your staff.
— Before taking employee complaints and/or comments as truth without verification.
ALWAYS get both sides (and more) of all "stories."
— Often an innocent employee is penalized due to the under-handed activities of the
complaining employee. The tenure of the employee(s) should not be taken
in account when determining the truth. Long-termemployees can be just as
guilty of this as new employees. Often an older employee has gotten away
with this in the past and continues to sabotage co-workers because of
their tenure... and the fact that they have gotten away with in the past.
— Before the problem spreads (staff taking etc.) bring the involved parties together,
face-to-face, and arbitrate the problem. Have them stay in the room until
they talk it out and jointly agree on a method(s) to resolve the problem.
- Set a follow-up meeting(s) to make sure that the parties are abiding
to their agreement.
- A little time investment early can prevent a situation in which this
"festering" could spread throughout and influence your entire
staff.
— Try to determine causes, and in turn, work out a reasonable solution(s).
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Thursday, November 21, 2024
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