How to Manage an Employee That Just Won’t Listen

//How to Manage an Employee That Just Won’t Listen

How to Manage an Employee That Just Won’t Listen

2020-03-05T11:07:31+00:00 March 5th, 2020|Company News|

If you are a business owner/manager/supervisor/team leader, chances are you will have or have had an employee that has been struggling in the workplace. This can be a more complicated issue than it seems, as you need to ensure that the employee is supported and given any guidance or training, but this cannot be to the detriment of the business.

With an employee that genuinely wants to improve, creating a plan of action shouldn’t be the most difficult thing in the world. Ideally, you will be able to work together to improve performance, through teamwork and regular catch-ups. However, when the employee simply doesn’t seem to care that they are falling behind and showing signs of being ineffective, this can put you, as a leader, in a very difficult position.

Take, for example, an employee that makes constant personal calls during work hours. We are not talking about a quick phone call to a child’s school or to sort out a burst pipe, here we mean a 20-minute conversation at 10am with ‘best mate Dave’ about the football scores, or FaceTiming the dog to see if she likes her new squeaky toy (we have really seen this happen). If this is occurring several times throughout the day, this can really eat into the time that the employee has to do their work, especially as something as non-urgent as this can wait until lunch or after work. This behaviour can cause the employee to fall behind, miss deadlines and, ultimately, distract and affect others and their ability to do their roles effectively. But how do you address this?

Well, the obvious route is to bring it up at the employees next performance review or 1-to-1, but if this is not for a few weeks, that leaves a lot of time for the issue to escalate further. We would suggest making the employee aware of how their behaviour is not acceptable for the workplace, as and when the incidents arise, to give them time to improve. This also allows you to show that you have given them this opportunity; it is up to them if they use it to rethink and make better their behaviour. If you have a written policy on their behaviour, such as a policy on making personal calls at work in this example, this is even better as you can physically point out the rules that are being broken.

If, while reading this, a particular employee has sprung to mind, or you have seen signs of this behaviour in your team or business, give our team of HR professionals a call, we would be more than happy to assist you.

Headquartered in Cambridge with regional presence in Kettering and Milton Keynes, Aspire Cambridge provide cost effective Recruitment and HR solutions to an impressive portfolio of customers spanning the UK and Europe. Working with a diverse collection of industries from start-ups to blue chip companies covering a vast range of sectors. Aspire Cambridge has an unrivalled knowledge of the jobs marketplace so it’s no wonder that they hold an impressive track record of exceeding client and candidate expectations.

How do they do it? By “Placing People First”.

Contact Aspire Cambridge:

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