Dealing with a troubled employee can be a challenging task for even the most effective managers. As a supervisor, you should always be alert to changes in your employee's job performance that could indicate problems. This is necessary for correcting an employees unsatisfactory job performance as well as motivating the employee to seek assistance if the poor performance is due to a personal problem. Make sure that the problem is not a result of lack of training or skill, or other job related cause.
When an employee's work deteriorates, there are three basic steps that should be taken to motivate the troubled employee:
- RECOGNIZE the problem. Changes in the employee's behavior may be evident as work performance starts to deteriorate.
Documenting changes in performance and issues with employee behavior will help you to be objective when addressing the problem. - ADDRESS the problem. Remember-focus only on job performance issues with the employee. Refrain from discussing personal issues that may be thought to be the cause of the performance problem. Speak with the employee personally about the concerns and be sure to document the interaction.
- EVALUATE job performance. Continue documentation and discussion with the employee about the problem performance. Note improvements in performance and offer feedback to assist the employee in meeting your expectations.
You are not expected to diagnose the problem. Restrict your involvement to assessment of job performance only. You are too involved if you are:
- Carrying more responsibility for the problem than the employee is. This includes your suggesting more solutions that the employee.
- Feeling victimized or taken advantage of by the employee.
- Saying or doing things about this problem situation that you don't want YOUR manager to know about.
- Uncomfortable with the personal information you are hearing. Corrective interviews are not intended to become personal counseling sessions. The content of the corrective meeting should be focused on work performance and improvement.
AEAS works diligently to assist managers in being comfortable and effective in those tasks that can be the most challenging part of their job. When employees have work performance problems, often personal issues can be at the heart of the matter. Referring employees with personal issues to the EAP will help you to keep focused on issues relevant to the job. EAP staff will help the employee to address the personal issues in a confidential and caring manner, to enable the employee to meet and exceed your expectations.
AEAS is available to help supervisors and managers through education and coaching in difficult management situations. We can provide consultation and case planning assistance to managers, supporting and building on their efforts toward effective management. Organizational Development and training services are a part of the continuum of services offered through Associated Employee Assistance Services.