How often do you hear managers crib and whine about problem employees. John who keeps coming late. Julie who can't meet deadlines. Brad, the office bully. And Samantha, who is as insubordinate as a weasel.
Well, employees come in all shapes and forms. They all have their idiocies and eccentricities. And, it is your job to manage them (hence, the title manager). Yet, most modern bosses seem incapable of doing just that. They always opt for the easy way out. They run to HR, systematically overwhelm the employee until he/she leave the office, or in many cases indiscriminately fire the person.
Yeah, you have to throw out the rotten apple before it spoils the whole barrel. But if that's all you got to do, you probably don't deserve to be called a manager either. A truly good, and respected manager, will know his employees intimately, assess their skills and weaknesses, and will be able to identify roles which will turn even the worst employees into top talent.
The Roots of Rot
In many cases, the problem starts right from the selection process. Most managers feel too busy with their daily tasks to take any realistic interest in the hiring process. Instead out picking out candidates themselves, they leave it to HR. A few don't make a presence even during the interview. If you do not personally identify and hire people for your team, you really can't complain if they turn out to be rotten.
Pride and Prejudices
You probably didn't like Samantha's dominant attitude right when she came for the interview. Has it stayed in your mind even after she joined the team? Often, our early prejudices leave a lasting impression in our minds. At times, our ego comes into play. We tend to neglect the real performance of our employees, and judge them based on our initial feelings. If you really need to find a rotten apple, you have get over the first bite you took.
Watch the Do
In many cases, you get distracted by the external appearances, visible eccentricities, and personal traits of a certain employee. This will cloud the way you really asses the way they get things done. What matters in the workplace, is not whether your employees can laugh at every joke, or bake delicious pineapple pie; rather, it depends on how well they get their work done. Be objective – you may find out that your most "obnoxious" workers are those who do their work best.
Words that Work
Spent more time with an employee you feel is underperforming. Many problem employees aren't aware that they are actuallt thought to be so. You might also find out that they have been performing poorly because they have been given roles which do not suit their skill set. Follow up this talk with regular feedback. Your support and guidance will help them improve and perform better in their roles.
The Final Action
Better communication will ensure that you get to know your employees much better. Use this understanding to assess their strengths. Find them roles and positions which will help them bst utilize these. Offer them a mentorship or training program which will better equip them to do the work at hand. At the same time, in case you find a nut too hard to crack, be stringent in your action. Just be sure you keep a level of consistency.