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Employers have many issues that they must deal with on a daily basis. One of these problems has to do with solving interpersonal conflicts. Some of these interpersonal problems come from within co-worker circles. These issues have to do with employee disagreements among each other over various topics. Others deal with employer-employee problems, such as arguments about pay, workers’ compensation, insurance, or other problems. This is all on top of the never ending mission to also keep your employees motivated and productive at all times.
While having good policies in place is your first line of defense, you are still going to have some employees who will be difficult to deal with. When this happens, you need some tools at your disposal that will help you achieve a sense of harmony.
Learn to be a good listener.
It is important to listen to your employees. One of an essential need of human beings is to be listened to. When they are listened to, they feel valued. Earl Nightingale, famous positive-thinking radio personality, author, and entrepreneur said, “The most basic need of every human is to feel appreciated.” When you apply this rule to your employees, you will see a difference in the way they respond and listen to you in most cases.
Have an ‘open door’ policy.
If your employees feel that you are approachable and that your door is always open, you will have better relationships with them. Sometimes employees have issues with other staff members or even you, as their boss. If they have someone to talk it out with, you are more likely to find them easy to work with. When you give some extra attention to employees with problems, they will often reward you by being more compliant because they feel that you care about their well-being.
Be specific when evaluating employees.
One mistake that employers make when evaluating and assessing employees’ behaviors and performance is that they are not specific enough. By outlining the specific behaviors you like and pointing out what could be improved, you will be more likely to see improvements. Being too vague in your expectations or too general often leads to frustrations and misunderstandings.
Offer rewards and incentives for good performance.
Google has taught us that the positive approach is often the best. Google rewards its employees for a job well done time and time again. Just working there is a pure privilege. They start you out by training you and paying you around $3000 for training, even if you decide to leave. They are so confident that you will like working there, that they are willing to take that financial risk on you. Likewise, they offer free food, free childcare, free supplies, and everything you need to be successful. They encourage arriving early and leaving late, and that’s what employees do because they feel like their workplace is their castle.
As an employer, one thing you could learn from Google is to offer “downtime” and follows the philosophy of “work hard; play hard.” This idea has been used by many companies that wish to foster a sense of gamification as well as hard work among their workers. By keeping the atmosphere positive and upbeat, it makes people want to excel.
Using a pay-per-performance model for pay is also an excellent idea. This model requires paying employees more for better performance and less for mediocre or poor performance. This is applying basic psychology in that people feel rewarded for better and better performance. The results on this are very encouraging in most cases, and it might be worth a try in your workplace.
Document conferences with difficult employees.
One of the most important things you should do to protect your interests when dealing with difficult employees is to document. You should document the time and date of the problem, as well as what you did to remedy it. You need to document for legal reasons (in case anyone ever challenged you about it) and so that you will have valid reasons if you have to let the person go later on. Either way, documenting the behaviors will give you more leverage in how to handle the situation and may lead to constructive planning in how to improve things. But if you have no documentation, you have no recourse. Employees who are fired later may try to show you were discriminating against them or seek legal action against you.
Use valid assessments for evaluations and progress monitoring.
Sometimes employees are not happy in their jobs because the job is either too difficult or too easy for their ability level. If you can add a valid assessment measure in the mix when evaluating or monitoring employee behaviors and performance, this will be greatly in your favor. One type of evaluation you can give problem employees is a skills-based assessment. These types of assessments will tell you where the employee’s strengths and weaknesses are and how you can place them in the best team at work to maximize their abilities.
Create surveys and feedback forms.
Another great idea is to create employee satisfaction surveys and feedback forms. By creating specific questions for these surveys and distributing them to everyone, you will get an idea of who is happy and who is not. You will also obtain valuable information about employee skills, self-image, and personality factors that may help you to identify those who may have problems that will reflect on their work. Also, you will be able to plan a strategy in how to deal with these employees in a positive way and turn the tables on the negative behavior before it gets out of hand.
Obtain tools to help you with difficult employees.
The best thing employers and business managers can do today is to take advantage of all of the digital tools we have to use to help the problem when dealing with difficult employees.
Testofy.com is an all-in-one testing, assessment, survey, and evaluation solution for business managers looking for solid tools that allow them to document, evaluate, and assess their employees’ behavior and performance.
Browse our site and see for yourself why Testofy is a great solution for business managers who need to use technology to aid in their daily business processes, as well as talent acquisition, and employee maintenance.
Sometimes you just need a little help from the technology to deal with people. The tools and assessments available to you on Testofy.com keep the control at the top where it belongs, with you. At the same time, they provide a valid way to document situations, skill levels, and work history of any employee that you want to use it with.
Why use Testofy’s online tools?
- It protects you legally if you are ever challenged.
- It gives you guidelines of behavior that are valid and credible.
- It gives you an objective way to document performance and behavior.
It addition to these valuable qualities, the tools available on Testofy.com also allows you to administer the assessments to a large group of people at once. This makes it a great baseline assessment tool for large groups of employees when they first enter your workforce. Then you can also use the tools for further skills and training assessments, evaluation measurements, and more. You can even use the HR & Recruiting assessments to manage and recruit new employees from the general application pool.
Contact us at Testofy today for a free consultation and see how we can help you deal with difficult employees with the tools you need to do it right.