Difficult employee scenario:
Let's say an organization exists to save trees and natural beauty. One day, they hire a guy who will go out and do field work and then report back to the team. This guy however, is a logger and hates trees. He uses tricks and secrets to give misinformation to the team. He wants to effectively "sabotage" the company. What do you do in this situation? Do you try to integrate him into the team and attempt to change his attitudes on trees? Or do you fire him because his morals and ethics are no-where near the same as the company's?
Naturally, no one wants to work with difficult or negative people. For me, I will consider termination if all else fails and if it has reached the point that it is already necessary. As part of the management team, it is important to handle them effectively. We cannot ignore the problem or his negative behavior. Ignoring the situation is a wrong solution as it could result to a progressive problem. It is important to take action as soon as the negative behavior pattern becomes evident, it will only escalate when left untouched. There are cases wherein the employee is unaware that his actions are already known by the management. There are also cases that the employee is totally unaware of his negative behavior. In these cases, the manager needs to research on the issue and talk to the person armed with accurate data and examples. He needs to take this person into a conference room or office, away from others and calmly address the issues. Helping the problematic employee to get back on track is a more appropriate solution. Besides, I believe most employees will recognize the negative behavior and will at least attempt to turn it around especially during tough economic times when unemployment is high and finding a new job is difficult. In any case, the manager needs to follow company guidelines in recognizing the unacceptable behavior, providing direct feedback, providing input to try to turn it around and...
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