8 Easy Steps to Counter Employee Issues at Workplace

Issues are inevitable, there will always be a clash in thoughts, ideas and feelings. When people come together conflicts are bound to happen. However as someone in a people managing role, you would need to know what to let go off and where to take control of the situation. If you are a Manager/Leader/HR/Owner and have been noticing unprofessional or poor behavior, you can’t avoid it beyond a point of time. You need to have a discussion to understand the gap. Here are the eight steps that might help you to handle the situation: 

1. Set the scene- Plan a date, time, venue and gather all the relevant information you may require during the discussion.
2. Don’t take names- You might have heard several complaints from many team members, avoid using any names as it may spoil their relationship and the other employees might lose trust on confiding in you. Be generic.
3. 1-1 with the employee- Promote discovery, let the employee come up with the problem by himself/herself. Don't blame. Keep feelings away, stick to facts. Ex- Rakesh, I have been noticing you haven't attended the team call for last two times, is everything alright?
4. Listen more, speak less- As you ask and get the dialogue started it's time to deploy that patient listening ear. Try to understand what the employee is saying, don't assume or cut him/her short.
5. Don't let him/her dodge, bring him/her back on track- A lot of employees try to dodge and change the course of the discussion by bringing in a new element or blame or give lame excuses or show that this conversation isn't important. You need to get them back on track by being assertive and persistent. Ex- Rakesh, we will talk about all of it. But first let's try to bring in some quick fix.
6. Decide a plan of action & set a review date- Let the employee come with things he/she will implement post the discussion and can be reviewed based on the priority of the action item.
7. Track progress- In case the same employee still has regular behavioral issues (missing deadlines, not responding etc.) you might have to pull the gears and be a little stern this time in your 1-1s and sometimes warnings help gearing up performance too.
8. Praise- This is the last but most important thing we often miss or skip. We all need some appreciation or pat. Do appreciate the employee even if you notice slightest of improvement.

If nothing helps, get a professional coach or a trainer. The employees look at an external resource neutrally and they are more open to sharing challenges and open up better which can lead to better coaching and therefore get greater improvements, if you feel the employee is worth investing into. Else you need to take a call of either let the employee shape in or shape out.

Lastly, if too many employees are showcasing the same behavior it’s time to check on your behavior towards the employees. Before you point at others it’s imperative to keep a check on self.

Remember your team’s behavior is ultimately how he/she feels about working with you, the team and overall the organization. 

How do you handle behavioral issues? How did you find the tips? Do leave your comments below.

Thank you for stopping by and reading :)

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