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10270 Old Columbia Rd., Suite 100, Columbia, MD 21046 4103818660 * FAX 4103811558 www.mdworks.com Managing Difficult Employees Wednesday, July 14, 2010 9:00 a.m. 3:00 p.m. This one day workshop is

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How to manage difficult employees:

1. Identify the root cause: Before taking any action, it is essential to understand why an employee is being difficult. Is it due to personal issues, job dissatisfaction, or inadequate communication? By identifying the root cause, you can better address the problem.
2. Communicate openly: Effective communication is key to managing difficult employees. Schedule a private meeting with the employee to discuss their behavior and performance. Use active listening techniques and provide constructive feedback to encourage a positive change.
3. Set clear expectations: Clearly define the expectations and standards for job performance, behavior, and conduct. Ensure that the employee understands what is expected of them and the consequences of not meeting these expectations.
4. Offer support and resources: Sometimes, difficult behavior stems from a lack of knowledge or skills. Provide the necessary training, resources, and support to help the employee improve their performance. This can include mentoring, coaching, or additional training sessions.
5. Implement consequences: If the employee fails to improve despite your efforts, it may be necessary to implement consequences. This could range from verbal warnings, written warnings, performance improvement plans, or ultimately, termination. However, utilize these measures as a last resort and ensure they are fair and consistent.

Who needs managing difficult employees:

1. Managers and supervisors: Managers and supervisors need to have the skills and knowledge to effectively manage difficult employees. They play a crucial role in addressing and resolving conflicts within the team, ensuring a positive work environment.
2. Human resources professionals: Human resources professionals are responsible for supporting managers in handling employee relations issues. They may assist in developing policies, facilitating conflict resolution, and providing guidance on disciplinary actions.
3. Business owners: Business owners have a vested interest in managing difficult employees as they can negatively impact productivity, employee morale, and the overall success of the business. They may need to provide resources and support to managers and human resources professionals in handling such situations effectively.

In conclusion, managing difficult employees requires identifying the root cause, open communication, setting clear expectations, providing support and resources, and implementing consequences if necessary. This responsibility mainly falls on managers, supervisors, human resources professionals, and business owners.

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What is managing difficult employees?

Managing difficult employees is the process of handling employees who may exhibit challenging behavior or performance issues in the workplace.

Who is required to file managing difficult employees?

Managers or supervisors who are responsible for managing employees are required to handle difficult employees.

How to fill out managing difficult employees?

Managing difficult employees involves using effective communication, setting clear expectations, providing feedback, and addressing any performance issues.

What is the purpose of managing difficult employees?

The purpose of managing difficult employees is to improve overall employee performance, maintain a positive work environment, and address any behavior or performance issues in a timely manner.

What information must be reported on managing difficult employees?

Information such as the behavior or performance issues observed, steps taken to address the issues, and any follow-up actions must be documented when managing difficult employees.

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