Business Clinic: Dealing with disruptive staff

Often, one or two employees take up more management time than the rest of the workforce put together.

KarenCredie-for-LBV-hub_0111By Karen Credie, director, KMC HR Consulting.

The employee no-one gives any work to because it’s easier to do it yourself, the one who is regularly off sick on a Monday, the person who never gets to work on time. Sound familiar? If you repeatedly ignore these issues, what message does it send to the rest of the team and how credible does it make the management?

Staff need to know what is expected of them. It is important to conduct performance reviews, set objectives or have regular team meetings. It is difficult to criticise employees for not doing what we want if they don’t know what that is.

People are key to the success of most businesses and communication between management and the workforce is paramount. Making sure those who carry out recruitment are equipped with the necessary skills to get this right is essential. Inducting new employees into the culture of the business and making sure they know what is expected of them and how they will be assessed comes next.

Carry out regular performance reviews and make sure reviewers have been trained to do this effectively. If companies need to conduct a disciplinary or capability process they should make sure they know what they are doing, or get help from someone who does. Golden rule – never issue a formal warning after an informal meeting. I am often called in to deal with problem employees when managers have reached the end of their tether. We work closely with business owners to guide them through the minefield of employment legislation and act as their HR department when they need to address staff issues. I wanted to bring my wealth of corporate experience to the SME market, at an affordable cost, and achieved this through KMC HR.