A Turnaround Guide for the Employee from Hell!

Give Me A Chance; I’m Not The Employee from Hell!

In my last blog, I discussed How to Identify the Employee from Hell.  People act negatively for many reasons; they are seeking attention, whether it’s positive or negative; they are angry about something or someone; they have always been treated negatively and don’t know how to act any other way.  These are a few reasons that could contribute to the negative behavior of the employee.

If you are willing, have the time and patience, you may be able to help transform your Employee from Hell into the Employee Superstar”of the organization.  The employee has to realize that they have a problem and want to change.  If they don’t think they have a problem, you won’t be able to help them.

In some instances, depending on how bad the problem is you may want to seek outside assistance.  If you have an Employee Assistance Program (EAP), I suggest that you utilize their services in helping you with this endeavor.  If you don’t, you need to explain to the employee that they may need outside professional help.  Make sure they are on board with this and set up a contract with the employee.  This will assist you in helping to hold the employee accountable.

Bad Attitude

In order to help the employee you have to find out why they have a bad attitude.  Ask them what is the reason for their bad attitude?  Talk with them and explain how their negative behavior has an impact their work performance.  Let them know, that not only does it affect them, but it affects those around them too.  Let them know that this behavior could subject them to disciplinary action up to and including discharge. By dealing with whatever is causing their negative attitude will assist them reaching positive outcomes.  This should also have a positive impact on their work performance and their interaction with coworkers.

Aggressive Behavior

By dealing with the bad attitude you have begun the process of what triggers the aggressive and sometimes violent behavior too.  Aggression and violent behavior usually stem from building up anger.  You have to start somewhere.  I recommend to anyone who has anger management issues to seek professional help.  Once you deal with the aggressive behavior and anger issues you have taken ownership of the problem.  Owning the problem is half the battle.  Everything starts falling into place.  You demeanor changes with your coworkers, you stop blaming others for being the one who caused your problems.

Work Ethic

When you have an employee who has an attitude problem, aggressive behavior, and anger issues, their work performance cannot help but suffer.  This has a domino effect on being responsible for actions and fulfilling one’s obligations.   Other employees have to pick up the slack.  It is not fair and causes a hardship to coworkers and the organization.

Once you begin to deal with the problems that cause the behavioral issues, things will fall into place.

Most employees do not want to be classified as the “Employee from Hell,” they want to do a good job and represent their employer in a positive manner.   Things happen in our lives, we are human beings and make mistakes.  I can speak from experience. I have dealt with many “Employees from Hell” and I can only remember two that I had to terminate.  Sometimes all it takes is for someone to take an interest and give a second chance.  All the other employees did a 360 degree turn.  They made the necessary changes needed in their life to correct their issues. In the end, they turned out to be exemplary employees.

It pays off to give people a second chance.  I know I’m glad I did.  How about you?  What would you do?  Do you believe in second chances?

I welcome your comments.

Rhonda

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