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As an organizational leader with over 10 years of experience, I have faced many challenges in managing people. One of the most difficult situations is dealing with a team member who needs to perform up to expectations or causing workplace problems. In this article, I will share an example of how I dealt with a difficult employee and my approach to resolving the situation.
The employee in question was making rude comments to other staff members outside of our department. This behavior was causing tension and was not in line with our organization’s values of respect and collaboration. As a Gallup strength-based coach, I knew coaching was the best way to address this issue.
I provided the employee with one-on-one coaching, focused on the benefits of establishing positive relationships with others. Through coaching, I helped the employee understand the impact of their behavior on their colleagues and the organization as a whole. Additionally, the coaching helped the employee develop better communication skills and a deeper understanding of the importance of building relationships with colleagues.
In addition to coaching, I also assigned a peer mentor to the employee so that they could receive additional support and guidance. The peer mentor provided the employee with a different perspective and offered more targeted guidance based on their own experiences. This approach also helped to build a sense of community within the team, as colleagues were able to support and learn from one another.
At first, this strategy was working. The employee appeared to be trying to improve their behavior and get along better with their colleagues. However, a few weeks later, I heard rumors that the employee was returning to their old habits. This was disappointing but not entirely unexpected. Changing behavior is a process, and it often takes time and effort.
Nevertheless, I knew I needed to act to ensure the situation did not worsen. I decided to escalate the situation to a formal written notice. This was not an easy decision to make, but it was necessary to change the direction of the employee’s behavior. The written notice clarified that their behavior was unacceptable and that further disciplinary action would be taken if there were no improvements.
Fortunately, the written notice had the desired effect. The employee realized their behavior needed to change and made a real effort to improve. Over time, they became a valued team member, and their positive contributions to the organization were recognized and rewarded.
When dealing with a difficult employee, balancing coaching and discipline is essential. Coaching is a powerful tool to help employees understand the importance of positive relationships and collaboration. It can also help them develop new skills and insights that can benefit the organization long-term. However, there are times when disciplinary action is necessary to change the direction of a team member’s behavior. As a leader, it’s your responsibility to make these difficult decisions and ensure that your team works together effectively. By balancing coaching and discipline, you can help your team members reach their full potential and contribute to the organization’s success.
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