Develop Your Diamonds in the Rough: Managing Difficult Employees
Develop Your Diamonds in the Rough: Managing Difficult Employees
http://info.profilesinternational.com/profiles-employee-assessment-blog/bid/104791/Develop-Your-Diamonds-in-the-Rough-Managing-Difficult-Employees
Dealing with difficult employees has been an issue that managers have faced for years. There are always employees who are lazy, poor performing, with bad attitudes and at times just downright rude. The majority of the time, they are not like this for no reason. They are clearly unhappy in their job. Often, managers think that the best and easiest solution to the problem is to simply let the employee go. This may help in the short-term, but can be financially painful for an organization, and who knows, perhaps that employee could have been one of your top performers if matched specifically to a particular job.
The 4 main problems managers experience with difficult employees are:
- Difficult personalities
- Bad attitudes
- Poor performers
- Communication problems
These issues arise when job fit is ignored during the hiring and development process. When employees are matched to jobs that suit their personality, overall job satisfaction and productivity will be significantly higher. Effective managers are able to find ways to motivate and work with challenging employees. It is important to remember that management is a two-way street. People typically don’t quit their jobs, they quit their bosses. Don’t assume that how you manage is the best way for all employees. Many people’s strategy for managing others is how they think they would like to be managed themselves. But that strategy is based on the idea that everyone else works like they do, which is highly unlikely.
Assessments can tell you how to more effectively manage your employees based on your traits and the traits of your employees. You can therefore identify the reason you are not getting the desired results from employees and adapt the specific way you behave with each of them, so that they are more comfortable and engaged in their work.
http://videos.sorensonmedia.com/Profiles+International%2C+Inc./POST%3A++Deiric+McCann%3A+How+Assessments+Help+Manage+Difficult+High+Performers/4b1c985e-0cb7-11e1-86a6-12313804de72
Shock – HORROR! Did you know that it costs 150% of the employee’s annual compensation figure to replace them? Mike was on a salary of $40,000 and is a problem employee, he is immediately let go without identifying his problem areas and the cost to replace him is approximately $60,000.
Cost Scenario
Company X has 100 employees.
10 employees are difficult employees (non-manager)
Salary of those 10 employees combined is $500,000
Company chooses to replace all 10 employees
Cost of replacing employees = $750,000
Can YOU afford to make that kind of financial sacrifice? Problem employees can also affect more than financial issues. The biggest mistake managers make when managing problem employees is avoiding the problem. They stay away from the employee and place added burdens on other employees whom they trust. This leads to a whole host of other bigger problems. Managerial support is essential for transforming poor performers into quality employees.
If you really understand the employee and their personality at a deeper level, you will improve your ability to communicate and coach them through their issues. However, if you’ve tried and don’t see the improvement/changes you want, or if the negative impact outweighs the positive, don’t hesitate to “help your employee out of your company.” The longer you wait to take action, the greater the negative impact on your business.
So don’t wait – Act!
How do you deal with difficult employees? Let us know in the comment box below or on Facebook or Twitter.
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