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3 Problems Managing Difficult Employees

[block_title title=”What are you paying for?”][/block_title]

Many employers find they are managing difficult employees instead of managing their business. Being an employer essentially means that you have the commitment to pay employees to provide you with their time, skills and capability to a certain level of proficiency that will add fundamental value to your company.

[block_title title=”1. Expensive Employees Who Don’t Work”][/block_title]

You already know that employing people is an expensive business cost by its very nature. As a manager of people, you know that it is your role to keep the business running smoothly. You have to find the most cost effective manner whilst maximising productivity. Any distraction, complication or reduction of achieving the maximum benefit detrimentally impacts your business and its bottom line.

Given that your role as a business leader is to achieve maximum value for the company shareholders in all aspects of the business operations, obtaining robust and appropriate advice and support for those ‘expensive’ employees and all their related matters is, at a minimum, tantamount to fulfilling your basic governance and obligations to deliver business success.

[block_title title=”2. Costly Repeat Problems”][/block_title]

Like their executive and business peers, HR experts identify how to reduce costs, increase profit and productivity. Neglecting people management issues or addressing them with minimal expertise might at best suppress the issues and will rarely eradicate the problem.

By not affording an HR expert for your business, minor problems and poor people management practices become the normal way of operating, or as is known in the industry define the ‘workplace culture.’

Workplace culture is considered to be the repeating habits, norms, language and actions of those within the company. Business are at risk of creating a workplace culture that repeats poor practices and which inflicts unnecessary frequent pain and costs to the business both in the immediate and longer term.

[block_title title=”3. You Don’t Know, What You Don’t Know”][/block_title]

Experienced managers know that employee issues are rarely straightforward and usually involve unique facts and context. To provide the best advice in seeking a solution, investigative questions need to be asked.

However, employers often don’t know the actual questions that need to be asked. In many cases, even a very experienced manager may never have lived through a particular situation or dealt with a similar issue.

[block_title title=”Solving the Problem of a Difficult Employee”][/block_title]

The Business Embassy team appreciates that employee issues tend to be unique rather than generic, and each needs to be treated in its own right.

Knowing the right questions to ask comes from a combination of both specialist knowledge and experience. We provide you with specific advice and can act as your short-term or regular human resources manager when you don’t have someone who can enact the advice in a timely fashion. Our services include training and mentoring your managers in both the legal and leadership skills to handle difficult employees.

Business Embassy’s commitment to ensuring your employees add value to your company is our Employer Value Proposition. We work with you and for you to effectively maximise the true potential of your employees. Call us to discuss the problems you are having with a difficult employee. We offer a free, 30-minute phone consultation and a quote for any follow on actions you need. All discussions are confidential.