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Turnaround or Terminate? How to Deal with Problem Employees
Do you struggle with a "problem" employee? If so, join thecrowd! Many of my coaching clients - businesses owners ormanagers - tear their hair out over one or more toxicemployees. In our business environment, we tend to recreatethe dynamics of the family we grew up, so no wonder problemsdevelop. It's amazing often a business owner or manager will endure a"problem" employee, unable to help the employee makepositive changes and unable to fire them when necessary.Tolerating a problem employee is like walking around with asliver in your foot - highly irritating, but you can kind ofget used to it. Then, when you finally pull it out, youcan't believe the relief! That relief generally comes in oneof two ways: either you and your employee are able to makesome mutual improvements, or you part ways. I recommend a two step approach to this issue. First, you dowhatever can be done to turn the situation around. Veryoften, you may have made a few half-hearted attempts toresolve the situation, but feel lost at sea about what elsecan be done. You must address the issues directly, calmlyand clearly with the employee. Expectations must be set,problems and solutions explored. Check in regularly with theemployee to monitor progress. On a more powerful level, the turnaround can result when youlearn your own and your employee's behavioral style. I liketo use the Platinum Rule assessment, developed by Dr. Tony Alessandra. It's inexpensive ($30 - $50), easy tounderstand and extremely powerful in helping us understandour own and others' behavior. Your style and this employee'sstyle probably differ. (For more information on the Platinumrule, visit: http://www.authentic-alternatives.com/platinumrule.htm ) The Golden Rule advises you to treat others as you wouldlike to be treated. The Platinum Rule advances this to thenext level and suggests that you treat others as you wouldlike to be treated. Your "problem" employee may be - andprobably is - a different style than you. The Platinum Ruleshows us four core behavioral styles (Relater, Socializer,Thinker and Director) and gives us many concrete tactics ofhow we can flex to meet the other person's style. I haveseen near miracles occur - the proverbial light bulbs go off- when my clients use this assessment to better understandthemselves and their employees and co-workers. The second step of the two-step approach: suppose you'vefully implemented the first step (turnaround) and thesituation remains unacceptable. Now it's firing time, andbecause I bet you care about other people, you know thatit's one of the most unwanted and difficult tasks an owneror manager faces. I encourage my clients to remember that abusiness or organization cannot afford to carry anunproductive and toxic employee. An employee personunwilling or unable to make the necessary improvements mustbe sent to find an employment situation that fits thembetter. This does not make you an evil or uncompassionatehuman being. So pull out "the sliver" and create a positive, unstoppableteam. The number one key to professional success is thequality of the people you surround yourself with -employees, colleagues, spouse, friends. Life speeds by, soremove the rocks from your river and let it flow forward,full force. If you can't turn around a problem employee, youmust let them go. It's not your fault and if you want yourbusiness to flourish, and you will at times find you have toterminate. Anne Alexander is a coach who works with business owners,executives and professionals as their strategic partner togrow their business or career, improve their effectivenessand become powerful managers. For Anne's free, popular 8part e-course "Maximize Your Professional Success," send ablank email to mailto:maximize@authentic-alternatives.com or visit http://www.authentic-alternatives.com *** attn Ezine editors / Site owners ** If you do use the material, please send us a note so we cantake a look. Thanks.
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