Tough issues tough people strategies for dealing with difficult employees
Download
1 / 17

Tough Issues, Tough People: Strategies for Dealing with Difficult Employees - PowerPoint PPT Presentation


  • 168 Views
  • Uploaded on

Tough Issues, Tough People: Strategies for Dealing with Difficult Employees. February 21, 2006 Richard W. Sears, Psy. D., MBA www.psych-insights.com [email protected] What Constitutes a “Difficult Employee?”. Different definitions depending on the individual

loader
I am the owner, or an agent authorized to act on behalf of the owner, of the copyrighted work described.
capcha
Download Presentation

PowerPoint Slideshow about 'Tough Issues, Tough People: Strategies for Dealing with Difficult Employees' - malo


An Image/Link below is provided (as is) to download presentation

Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author.While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server.


- - - - - - - - - - - - - - - - - - - - - - - - - - E N D - - - - - - - - - - - - - - - - - - - - - - - - - -
Presentation Transcript
Tough issues tough people strategies for dealing with difficult employees

Tough Issues, Tough People:Strategies for Dealing withDifficult Employees

February 21, 2006

Richard W. Sears, Psy. D., MBA

www.psych-insights.com

[email protected]


What constitutes a difficult employee
What Constitutes a“Difficult Employee?”

  • Different definitions depending on the individual

  • Vice-president with “Personality Issues”

    • employees in tears at staff meetings – requisitions for a pencil

    • diversity concerns

    • employee fear of repercussions

    • VP acted nicely around superiors

    • President resigned


General considerations
General Considerations

  • Framework for setting objective standards

  • Obstacles to objectivity

  • Mental health issues

  • Diversity issues

  • Legal considerations


Importance of objectivity
Importance of Objectivity

  • Reduces impressions of favoritism

  • Minimizes concerns about “personality issues”

  • Provides clear standards of performance expectations

  • Serves as documentation in case of future problems

  • Provides legal record in case of litigation


Conference agenda for dealing with a difficult employee behavior
Conference Agenda for Dealing with a Difficult Employee Behavior

I. Introduction

II. Report the Problem

III. Explore the causes of the problem

IV. Corrective Actions

V. Close

(Also contains the 6 steps of an intervention model)

From Sears, R., Rudisill, R., & Mason-Sears, C. (2006). Consultation Skills for Mental Health Professionals. New York: John Wiley & Sons, Inc.


Conference agenda
Conference Agenda Behavior

I. Introduction

A. State the purpose of the meeting

B. State what you want to accomplish


Conference agenda1
Conference Agenda Behavior

II. Report the Problem

A. Step 1: Identify and define the performance problem

B. Step 2: Explain the impact of the problem


Conference agenda2
Conference Agenda Behavior

III. Explore the causes of the problem

A. Listen to employee’s thoughts and reactions to what you have reported

B. Step 3: Analyze the reasons for the problem 1. Discuss reasons with employee; test your own ideas, as appropriate

2. Discuss your influence on the situation


Conference agenda3
Conference Agenda Behavior

IV. Corrective Actions

A. Step 4: Define the expected performance standard(s)

B. Step 5: Explore ideas for a solution

C. Step 6: Write the plan for improvement


Conference agenda4
Conference Agenda Behavior

V. Close

A. Recap key points and review your plan to finalize it

B. Make sure a follow-up meeting is set


Case follow up
Case follow-up Behavior

  • New president gathered data

  • Met with VP

  • Set performance standards


Obstacles to objectivity
Obstacles to Objectivity Behavior

  • History with the individual

  • Personal biases

  • Talking/listening to third parties

  • Unreasonable expectations


Emotional management
Emotional Management Behavior

  • Development of competence in handling your own as well as the emotions of others

  • Emotions come in layers

  • Importance of self-monitoring


Abc framework
ABC Framework Behavior

A  B  C

A = antecedent / activating event

B = belief / behavior

C = consequence


Mental health issues
Mental Health Issues Behavior

  • Must balance reasonable accommodations with reasonable performance expectations

  • Importance of EAP (Employee Assistance Program)


Common mental health issues
Common Mental Health Issues Behavior

  • Stress

  • Anxiety

  • Depression

  • PTSD

  • Personality Disorders

    • Narcissistic

    • Antisocial

    • Schizoid

    • Borderline


If in doubt consult
If in doubt, consult! Behavior

  • Talk to supervisors

  • Discuss with peers (considering confidentiality)

  • Maintain contact with professional groups

  • Consider legal & ethical ramifications

  • Consider diversity issues


ad