Once the issue with the difficult employee has been addressed, it’s important that you create a plan for improvement that outlines clear goals and timelines. This plan may involve additional training, reshuffling teams, adjusting responsibilities, or setting up regular check-ins to monitor progress. Make sure the employee understands the steps they need to take and provide the necessary support to help them succeed. While this process may initially feel overwhelming - especially if there are multiple difficult employees - establishing a structured approach slowly builds a culture that can change the behaviours of potential future challenges, ultimately reducing the need for you to intervene as frequently.
If an employee struggles with communication, you might recommend a workshop or offer to mentor them in improving their interpersonal skills. The key is to remain supportive while holding them accountable for making positive changes.
Ignoring the issue or hoping it will resolve itself can lead to a toxic work environment and further complicate team dynamics. You can create a positive pathway for resolution and growth by actively engaging with the employee, offering guidance and tracking their progress.
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