While hiring procedures and employee standards of conduct should be of utmost importance in starting your business, no process is perfect. Employees who know the right words to say but act against company values can still slip through the cracks.
This doesn’t mean that they are hopeless, but you as the business owner need to know how to identify problems in the workplace before they become disastrous and figure out how to best discuss this with otherwise productive employees. This guide will help you to identify and solve problems with employees that might be dragging your production down.
Confident, independent employees that are also good team players are an invaluable addition to your firm. The problem arises when the confidence comes without humility where even high-performing members believe that they can do no wrong.
These crew members can be especially difficult when they can keep other employees quiet due to their high performance, but that makes it especially important to address the issue. As the business owner, you need to remain calm while discussing the problem.
These individuals can turn into great leaders if they have the intelligence and maturity to realize how they are affecting your firm and what they can do to improve.
Refusal of Responsibility
If a team member constantly has a non-personal reason for every point you mention in a performance review, that is an issue. Responsible team members will admit to their mistakes but be aware and confident enough to admit when something is out of their control.
While these employees can be irritating it is important to hear their side of the story, conveying patience and diligence. Sometimes those who are constantly complaining might feel unseen or unheard. Certain employees might have complaints that are unfounded or unreasonable, but that doesn’t mean that all are to be dismissed.
Workers who cannot provide a reason for their gripes might not be mature enough for your workforce, but others might have insight into how things could do be run better or how your team could get more operational support. Don’t just write them off as a complainer, but their attitudes should be tempered if it’s detrimental to morale.
Lack of Communication
Some businesses require constant socialization, especially in a high-volume or high-stress environment. Workers that are not suited to this kind of work should be identified and ruled out in the hiring process, but it is not always so simple.
Employees who suddenly go dark or stop offering reports despite a good history should be met with. An individual’s work-life balance could be disrupted and that needs to be discussed. Some employees are hesitant to speak about family or financial difficulties to separate the office from home.
While this is an admirable attitude, it can be damaging to both the worker and the company. Sudden changes in work ethic are often the result of emotional difficulties, and employers should always check in with their workers.
Giving an overworked or overstressed employee time off or a lighter workload can improve team cohesion and employee retention as they know you care for their overall well-being. Letting your workers know that you see them as more than a non-feeling resource is never a bad decision.
Personal difficulties with workers often stem from temporary hardships or inner issues that they’ve never had to address. As the business owner, you can be the one who can turn those perceived flaws into advantages for both parties. Always discuss potential issues with your employees before you move to immediate criticism.
No matter how you want to improve your workforce, Corporate Business Solutions can help arrange the best scenario for both your business and your employees.