Employers can Resolve Employee Attitude Issues if they Stay Focused on the Issues

Posted by in Employee Management, Management | Comments Off on Employers can Resolve Employee Attitude Issues if they Stay Focused on the Issues

Employees with bad attitudes are nothing new in the workplace. New employees may discover that they are not integrating into their new jobs or establishing relationships with co-workers as they expected. Major company changes, such as new ownership, can be so disruptive for some employees that they react with bad attitudes. Other employees may be experiencing personal issues and bringing the resulting bad attitudes caused by those issues into the workplace.

That is why employers that develop, implement and focus on a process to address bad attitudes are more successful at helping employees and improving the workplace culture.

  • The first step is to have a positive attitude when discussing the issue with an employee; and then explain that the meeting is meant to be constructive, by providing examples of the employee’s negative behavior. Part of the employer’s positive attitude is to avoid judging the employee’s character.
  • The second step is to develop an agreement with the employee that allows him or her to be part of that plan to improve his or her attitude.
  • The third step is to explain that you won’t be disciplining the employee as a result of your first meeting.
  • The fourth step, which you hope isn’t necessary, is to meet with the employee again, if, after a week, he or she doesn’t seem to make an effort to change. Review the specific behaviors that are still evident and ask if there is a specific reason or reasons they haven’t improved. This second meeting is where you may learn that personal issues are the cause. Revise your agreement with the employee if necessary and be encouraging.
  • The fifth step is a third meeting with the employee to explain that he or she has only one more opportunity to change his or her attitude. Also, clearly explain the disciplinary actions you could take that should be documented in your employee handbook.
  • The sixth step is to observe the employee closely during the next week, and then have a “final” meeting with the employee and apply the consequences of no improvement. In may cases, an employee that doesn’t want to improve won’t and termination is your only action.

Detailing this process in your employee handbook protects both employers and employees, and makes it more likely that bad attitudes disappear quickly.

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