How to Confront
a Troubled Employee
ESTABLISH - levels of work performance you expect
RECORD - all absenteeism, poor job performance, etc.
BE CONSISTENT - don't tolerate more with one employee than you would with another.
Don't be an ARMCHAIR DIAGNOSTICIAN.
Base the confrontation on JOB PERFORMANCE.
BE FIRM - but tell him/her you are there to help. Try to gain a trustful relationship.
BE HONEST - don't hedge, speak with authority.
BE READY - to cope with the employee's resistance, defensiveness and even hostility.
ACCEPT NO EXCUSES for failure.
Try to GET HIM/HER TO ACKNOWLEDGE the problem.
SET UP A PLAN FOR IMPROVEMENT
Don't make VALUE JUDGEMENTS.
Never ask WHY do you do this or that, or why do you drink so much, etc.
If the employee says he/she is 'SICK' or makes other excuses, let him/her know that there is no excuse for prolonged impaired performance.
Don't let him/her play you against higher management and/or the Union, NO UNION EVER PRAISED POOR JOB PERFORMANCE.
Get a COMMITMENT from him/her and monitor it.
DON'T MAKE IDLE DISCIPLINARY THREATS.
WHEN CONFRONTING a problem drinker be specific about the behavior/poor job performance.
REMEMBER - take the responsibility to intervene. Don't be afraid to interfere or get involved. You have a legitimate right to interfere when his/her behavior is interfering with job performance. Remember, it is highly probable that a troubled employee's performance will improve if her-she is confronted constructively and consistently. It is a fact that he/she may get worse if he/she is ignored or just warned occasionally.
Click here for more information...