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This is often the first mistake. You hope things will improve. You give it a bit more time. You tell yourself it’s probably nothing serious. Meanwhile, the rest of the team notices. And the problem usually gets harder to deal with.
Start with the facts
Before taking action, try to understand what is actually happening. What has the employee done? When did it happen? How often has it happened? What impact is it having? Try to separate facts from assumptions. You don’t need to have everything worked out before you speak to someone. But having a clear picture of the situation will help.
Have the conversation
A difficult conversation does not always need to be a formal meeting. Sometimes the best place to start is a straightforward conversation. Explain what you have noticed. Ask for their view. Be clear about what needs to change. You may find there is an issue behind the behaviour that you were not aware of.
Don’t jump straight to dismissal
If things are serious, you may need to take formal action. But don’t rush into it. Employment issues can become complicated very quickly. The right process will depend on the circumstances. If you’re unsure, get advice before taking action.
You don’t have to deal with it alone
Small business owners often find themselves managing employee problems without an HR department to turn to. Sometimes you simply need someone experienced to talk the situation through with you and help you work out what to do next. That’s where practical HR support can make a real difference.
Dealing with a difficult employee situation?
If you’re unsure how to approach it or simply need someone to talk it through with, get in touch with Glass HR.
