SANSKRIT GAURAV PARIXA TATHA PLASTIC MUKT SHALA BABAT MAHTVAPURN LETTER
At one point or another in a manager's career, there will always be difficult employees to handle. It is a manager's task to manage these people appropriately and professionally and resolve whatever needs to be resolved to create a positive office culture. Below are some tips on how to deal with difficult employees.
Develop a plan. Device good planning strategy to deal with difficult employees. It involves gathering all the information you need and planing for the perfect timing of confrontations and the place of the meeting or if HR people or if key people need to be present, etc. Gather meticulously all information before taking an action.
Listen. While meeting with a difficult employee, maintain a positive and calm composure, actively listen and be impartial. Avoid being judgmental. Have a clear understanding on what may be causing such behavior. It may also turn out that employees may start acting differently once they are given the opportunity to be heard and you may actually detect issues within the system that needs to be addressed. Don't make an assumption that the inappropriate behavior is due to a negative intent. It can be that the person has some personal issues or perhaps due to confusion, fear, motivation issues, etc.
Give concise behavioral feedback. It is a common practice to set monthly, quarterly or annual meeting for feedback with regard to an employee's overall performance and conduct. This meeting is the best time to address behavior issues. While giving negative feedback can prove tough and uncomfortable, good managers must know how to convey their message clearly and advice their employees specifically what areas they need to improve on or change.
Deal with the behavior and not the person. Often times anger gets the best of us where we act unprofessionally, but a good manager must be able to control emotion, focus on the problem and does not attack the person.
Give warning and set consequences. The employee should be made aware that there will be repercussions if no attempt to improve or change is made. Give out verbal and written warnings. Work with HR with regard to the company's policy with regard to continued misconduct of employee.
Document. It is but prudent to have documentation of these misconducts done by employees. Worst comes to worst, you have something to look back to if problems are not resolved and/or are irreconcilable and you have to let go of an employee. On the other hand if problems are smoothed out, you can always set aside your documentation.
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SANSKRIT GAURAV PARIXA TATHA PLASTIC MUKT SHALA BABAT MAHTVAPURN LETTER
SANSKRIT GAURAV PARIXA TATHA PLASTIC MUKT SHALA BABAT MAHTVAPURN LETTER
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ફીટ ઇન્ડિયા અંતર્ગત લેટેસ્ટ પરિપત્ર અને રજીસ્ટ્રેશન કેવી રીતે કરવું તેની માહિતી જુઓ અહીંથી
Be courageous. If the situation goes to the point where firing the employee is inevitable, do not have someone else do it. Do it appropriately and professionally.
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