Ever hear that old saw: “Work would be a terrific place to be if it weren’t for the people”?
Ah, the “problem employee.”
As you well know, no one’s perfect and your employees tend to bring their entire personalities to the workplace with them, for better or for worse.
Below are some tips on identifying those “worst” parts of employee problems before they become too problematic.
Perhaps one of the most frequent employee “problems” is when a worker isn’t just cut out to do a particular job. Did you make a mistake in evaluating the employee’s ability to do the job when interviewing, or has the employee’s commitment or motivation to do the job declined over time?
If it’s a question of incompetence, you basically have two options: a) get the employee more training in order to raise his or her skill level or, b) terminate the employee if you feel additional training won’t be of use.
If it’s a matter of attitude, has the employee become bored with the position? If so, ask the employee and yourself about what can be done to make the position more interesting? Or is the worker burned out? Or is something occurring at home or in the worker’s personal life to contribute to a poor attitude on the job?
Regardless of the type of problem (lack of skill or attitude decline), it’s imperative that you create performance parameters. What do you expect of your employees regarding attitude? How will you and your workers know if they are meeting their targets. Work with your employees and team leaders to create these parameters. You’ll have a better way to analyze worker performance and attitude.
If you’re looking for help in creating employee performance parameters, let Arrow Staffing help. We’ve been serving Inland Empire employers with their staffing needs for almost 40 years and we’re experts in devising performance parameters that work! We look forward to hearing from you.