If someone in management fears a good worker with a bad attitude will leave when they are spoken to or disciplined, that’s a tough dilemma. However, there is no reason to believe such an employee will leave when you’re looking for better behaviour. Also, even if this “good employee” were to leave, you have to consider the effects their bad behaviour has on others…who want to leave or do leave because of this one employee. We might think one “bad attitude: employee isn’t a big deal, but often the ripple effects are harmful to the workplace.
Don’t assume a conversation is going to go off the rails. Sometimes people don’t realize the effects of their behaviour or they just think they can get away with whatever they want to say. As per usual, identify the problem behaviour, ask for improvement and deal with any slippages. Sometimes old habits are hard to break.
TRY THIS:
Have a direct conversation with this employee, outlining the problem with the behaviour. Attitudes are tough to quantify, so stick to behaviours and with actual comments or actions. These can even include a rolling of the eyes, or a snicker when someone is talking. Emphasize the work is good, but certain behaviours are causing problems and are unacceptable. Be willing to discuss these in details and to answer any questions…as this employee might need further clarification if this person has been able to get away with this behaviour for a long time.
HOW ABOUT:
“I want to talk to you about some troubling behaviour at work. You know that I know your work is great. However, when you say (fill in the blanks) or do (fill in the blanks), it’s a problem because it’s disrespectful to other workers (or you can say, it’s disrespectful to you or name names if appropriate and you have consent). Because you do such good work, I know you’re smart enough to change inappropriate behaviour in the future. We need someone who’s good at their job, as well as good with interactions with everyone at work.”
Stephen Hammond, B.A., J.D., CSP
If you have any questions, please contact Stephen
