What to do with a Bad Employee?
I had someone tell me recently that they did not know what to do with a bad employee. My first thought was, “What do you mean you don’t know what to do? Teach them, coach them, hold them accountable, write them up when necessary, give them an action plan, or get rid of them. What’s so hard about that?”
I guess there’s a lot hard about that. Many times these things are not done because the supervisor has a huge fear of confrontation. So, instead of making progress in any of these areas, the employee continues to get worse, becoming a detriment for the department and the facility, and the supervisor puts on blinders so they cannot see the employee’s faults anymore. It’s a perfect plan for career suicide.
As a manager and leader, it’s my job to make sure I never fall into the trap of not addressing an employee just because it’s not going to be comfortable. I don’t necessarily like having to hand out disciplinary action, but it’s not something that I’ll simply avoid doing either. If it’s necessary, I have no problem carrying it out. I look at it as giving the employee the facts of how they’re performing and giving them an opportunity to fix whatever problems there are before it leads to termination. What’s fairer than that?
Managers who avoid confrontation with an employee and let the employee perform at a poor level also avoid their responsibility to their facility and company. A facility doesn’t need a leader or supervisor who can’t do their job.
As we talked about before, it’s not a popularity contest. Just do your job. If you can’t, your boss will find someone who can.