Transcript LESSON 5 HOW TO DEAL WITH CONFLICT, PROBLEMS, …

LESSON 5
HOW TO DEAL WITH
CONFLICT, PROBLEMS,
DIFFICULT EMPLOYEES AND
FIRING
‫ ص‬09:18 21/07/2015
dr/Yasser Abdelmaksoud
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Introduction: The toughest part of the
job…
You, as manager, need to do your best to
make sure your department is running like a
well oiled “team-machine” as discussed in
lesson 3. However, just when you think
everything is going along smoothly and
under control, the inevitable conflicts,
disagreements, and differences of opinion
start to escalate, and harmony within the
team is disrupted.
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Dealing with Conflict
Examples of conflict are:
1-A personal problem with two or more
people.
A- Asking for sexual favors in return for
providing a raise, promotion, etc. (Quid pro
quo).
B- What a woman perceives as a hostile
environment like unwanted touching, pin-up
calendars, sexual jokes, sexual comments,
leering, inappropriate photos, etc.
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Examples of conflict are:
2A perception of one working harder
than the other.
3One person blaming another for past
mistakes.
4Rebellious jealousy because it looks
like you are playing favorites.
5Not happy or thinks it’s unfair with the
type of work assigned to them.
6Personality clash
7- Disagreements
8- Inappropriate dress for work.
9
Personal hygiene.
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Determine the type of conflict
and the severity.
Here are three questions to determine the
type and the actions you should take
based on the severity of the conflict:
1-Is the conflict an issue that is shared by all
on the team?( such as problems with the
processes and procedures)
2-Is the conflict due to one individual?
(dress code issue -hygiene issue -not happy )
3-Is the conflict pertaining to more than one
individual based on personal issues,
personality clashes, disagreements, etc?
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conflict examples between two or more
people:
1-Friendship problems
2-Personality clash, differences in life styles,
different beliefs and values, etc
3-Disagreements or mixed expectations
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Steps to take when dealing with conflict:
1-Counsel and Verbal warning
2-Written warning, suspension or
termination:
*Always remember that you should be:
-Well prepared
-Non-judgmental
-Documenting everything!!!
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Dealing with Violence, Bullying, and
Anger in the Workplace
you speak to an employee, whether it relates
to bulling, anger or violence, always be sure
to document everything that
transpired. You would need to give, at the
very least, a verbal warning. Depending on
the severity, an incident report is usually
written up by you or HR. Depending on the
nature of the act, suspension and/or
termination is highly possible.
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Dealing with Difficult Employees
1-Calls out sick and rides the time off policies
to the very edge.
2Does the absolute minimum work
expected, but just enough to fly under the
radar.
3Testing and criticizing the office policies
in place.
4Gossiping, but not to where it can be
seen in the office.
5Backstabs fellow employees.
6Controls a situation by using negativity
7Has a bad attitude.
8Conducts themselves poorly
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Steps to take when dealing with
difficult employees:
1-Counsel and verbal warning:
2-First and second written
warnings:
3-Suspension and/or termination.
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Dealing with Poor Job Performance and
Required Expectations
Steps to take when dealing with poor
job performance:
1.
Verbal warning
·
The employees’ immediate supervisor?
·
A process issue?
·
A lack of training and/or is the training
relevant to the job at hand?
·
Insufficient or a lack of tools?
·
Personnel issues regarding co-workers?
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Steps to take when dealing with
poor job performance:
2.
First written warning:
3.
Second written warning or
suspension:
4.
Suspension and/or termination
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Dealing with Attendance issues
Here are eight points to keep in mind on how
to control and possibly reduce attendance
issues:
1-Make sure your employees understand your
view towards attendance
2-Have your employee’s call you direct instead
of their immediate supervisor.
3-Maintain accurate records.
4-Look for trends.
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Here are eight points to keep in mind on how
to control and possibly reduce attendance
issues:
5-Individual problem - have a one on one
meeting. Multiple people - hold a team
meeting.
6-Allow for personal business.
7-Create an award program for those who do
not call out or are tardy for a certain period
of time.
8-Have them make up time missed to make up
for time lost.
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Steps to take when dealing
with attendance problems:
1.
Counsel and verbal warning:
2.
First written warning:
3.
Second written warning or
suspension:
4.
Suspension and/or
termination:
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Dealing with Firing or Laying off an
Employee
Steps to take when firing an employee:
1.
Hold the employment termination
meeting.
2.
Don’t be tentative and dance around the
subject .
3.
Even though it should come as no
surprise to the employee, you will probably
be asked the question, “Why am I being
fired?” State the reason for the employment
termination
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Steps to take when firing an employee
4.
The employee might want to ask a couple
of questions
5.
The employee might be acceptable and
want to end the experience as soon as
possible
6.
If the employee is not showing any signs
of being too upset, you can give some
advice
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Steps to take when firing an employee
7.
If the employee needs to go back to their
desk to pick up some personal belongings, you,
and preferable a security guard, should be with
them at all times.
8.
HR will most likely meet with the individual
in their office to discuss possible severance,
when their last paycheck is coming, when
benefits terminate, and any information
regarding extending their health coverage or
any other details
9.
Your department will be talking about what
they saw and will be anxious to find out what
is happening.
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Firing an employee is an immediate necessity for
the safety and well being of the rest of your
employees such as:
1-Is physically violent.
2-Brings a weapon to work.
3-Arrives to work under the influence of drugs or
alcohol.
4-Views pornographic movies on work
computers.
5-Steals company property.
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Quick Lesson Summary
1-You got to take the good with the bad
2-Always be ethical, legal, caring and
compassionate.
3-Know how to determine and deal with conflict
as soon as possible
4-Conflict and difficult employee situations differ
from poor job performance and attendance
issues
5-Although firing an employee is not the most
pleasant thing to do, when necessary, it is the
right thing to do
6-Don’t hesitate if you have to deal with a
violent employee
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THE END
LESSON 5
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dr/Yasser Abdelmaksoud
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