Discuss a time when you worked with a problem employee Inclu

Discuss a time when you worked with a problem employee. Include the following

The description of the employee and the problem.

What did management do to address the problem?

What should have management done to address the problem?

What kind of write-up should have been documented?

Solution

Answer ..

Desciption of Employee and the problem

I am working in Esteem organization dealing with 200 workers . As per human nature , attitude of all persons are not same .

I and my team came across one difficult employee named Mr Rohit , He was very problematic person and always used to stop production due to one or more silly reasons . After asking , he always used to shout at shop floor and harass my team members , ask too many self explanatory questions , distract and repeatedly challenge us resulting decrease in productivity , frustration amongst teh team members and low morale .

what did Management do and should have to address the problem ?

1. Research the problem

Armed with accurate data and examples, the management called this person into a conference room away from others--and calmly address the issue. To begin, the manager asked the employee if he is aware of any ongoing issues to determine if he is aware of the problems.

After listeneing to him , our Manager described the unacceptable behavior. The employee interrupted to disagree or deny the existence of any issues. but our manager continueed to describing by giving clear examples of the unwanted behavior. our Mnager was also ensuring and persuing to respond to allegations on him .

2. let\'s not ignore the problem

3. Intervene as soon as possible

4. Help the problematic employee to get back on track.

Write up to be documented ?

If all else fails, disciplanery action may be necessary.

If the employee continues to deny his inappropriate behavior and refuses to try to improve the situation, the manager needs to place this person on the fast track towards some action . Often this involves recording a series of well-documented verbal and then written feedback about the behavior. Strictly following company protocol, there should be a period for the employee to address the questionable behavior. If this trial period does not result in improved behavior, then the employee needs to be terminated.

Most employees will recognize the negative behavior and will at least attempt to turn it around. This is especially true during tough economic times when unemployment is high and finding a new job is difficult but it needs to follow company guidelines in recognizing the unacceptable behavior, providing direct feedback, providing input to try to turn it around and ultimately taking action in a timely manner.

Not doing so is a disservice to the problematic employee, other employees and the success of the organization.