One of the big questions managers or business owners always ask is how to handle employees that have all the technical skill yet contribute to an atmosphere of dissension and stress.
When you land a talented employee, you have high expectations and relief that you can confidently pass the work load to them and trust the results. The problem comes in when you find out that while they are very competent, they have horrible people skills and you get that torn feeling on how you should handle it.
The first thing we need to do is to realize that nobody is irreplaceable. In other words we need to face the problem without the pressure of thinking that if we get rid of the person, it will dramatically hurt the business.
No matter how talented an individual is, if they are poisoning the business climate and culture, they need to be confronted on it.
Keep in mind that it is possible that you can salvage the employee if you communicate with them. Some people don't even realize what it is they're doing.
Another important action is to take care of it as quickly as possible. Don't wait till it grows so big that it is now a mountain instead of a little hill.
The important thing is to make sure their is communication and feedback concerning the situation. Obviously if there isn't the desired response or willingness to change, we need to take decisive action. Feedback also gives us a trail to follow in case we are sued over having to make a firing decision.
But make sure you give them an opportunity to respond. There are a number of situations where I've seen employees respond great to a manager's input and become a fantastic asset to the business over a number of years.
What have you done to retain talented, but difficult workers?
Sponsored link: The outsourcing every manager requires - Tampa Locksmith
Comment Preview