Managing,Employees,Five,Employ business, insurance Managing Employees: Five Employee Issues That Lead to Chaos

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Normal 0 false false false EN-US X-NONE X-NONE MicrosoftInternetExplorer4 /* Style Definitions */ table.MsoNormalTable{mso-style-name:"Table Normal";mso-tstyle-rowband-size:0;mso-tstyle-colband-size:0;mso-style-noshow:yes;mso-style-priority:99;mso-style-qformat:yes;mso-style-parent:"";mso-padding-alt:0in 5.4pt 0in 5.4pt;mso-para-margin-top:0in;mso-para-margin-right:0in;mso-para-margin-bottom:10.0pt;mso-para-margin-left:0in;line-height:115%;mso-pagination:widow-orphan;font-size:11.0pt;font-family:"Calibri","sans-serif";mso-ascii-font-family:Calibri;mso-ascii-theme-font:minor-latin;mso-fareast-font-family:"Times New Roman";mso-fareast-theme-font:minor-fareast;mso-hansi-font-family:Calibri;mso-hansi-theme-font:minor-latin;}Managing employees can be a wonderful experience when you have employees whounderstand the importance of being team players, who follow through onassignments, and who maintain a level of professionalism in the workplace.I would argue that most employees understand these unspoken rules within theworkplace.  Most employees are interested in growing their careers,contributing to the company, getting along with their co-workers, and doing agood job.  But from time to time, you may be faced with an employee who isnot aware, (or doesn’t care), when their behavior or actions crosses aline.As a manager, here are some things that you may want to keep in theforefront of your mind and address with your staff should these issues occur:The Attitude Problem:  Do you have an employee in yourworkplace who is so negative that it affects the morale of your otheremployees?  Negativity from a co-worker can not only cause turmoil, affectproductivity, and create job dissatisfaction for your other employees, it couldresult in your losing your best staff.  Always speak with any employee whois being inappropriately combative, cynical or dismissive.  Try to findout what their underlying issues are and whether their outbursts have anythingto do with their job dissatisfaction.  Sometimes making your employeeaware of the behavior and how it affects others will help to resolve the issue.The Office Romance:  We spend most of our time in theoffice, so it’s natural that an occasional office romance may blossom. It’s actually quite common in fact.  Unfortunately, a line is sometimescrossed when the relationship is between a supervisor and his or her employee,or between two co-workers within the same department or division.Supervisor and employee romances are fraught with legal issues too numerousto touch on in this article.  They should be avoided at all costs.  Co-worker romances, which may seem harmless, could backfire if the relationshipends and the co-workers are still working on projects together or sit in closeproximity to each other.Productivity and staff morale can go out the window in these cases. Although you can’t mandate that your employees not be involved with theirco-workers, you can certainly be sure to make your standards of professionalismclear to all of your employees.  You’ll also want to immediately addressany instances where it appears that your co-workers’ relationships are spillingover into the office.  Kissing, hand holding, and romantic talk should notbe allowed as it not only makes other employees uncomfortable, but it isunprofessional in a business setting.Inappropriate Comments:  How often have you heard anoff color or downright offensive joke in the workplace, or a comment thatclearly crosses the line?  You want to foster a workplace culture that isinclusive and free from harassment.  Don’t allow your staff to makestatements that are offensive or inappropriate in any way.  Addresscomments that you hear immediately and be sure to follow up on concerns thatyour employees may bring to your attention.Unprofessional Dress: Managers oftentimes assume that thereis no need to discuss a specific dress code when hiring new staff because theybelieve that their employees should understand what is considered appropriatedress or not.Conversely, you may have an employee that believes that they are dressingappropriately because they assume that if they were not, that you would havetold them so. If your expectation is that for business reasons, employees can’twear sneakers to work, shorts, or open toed shoes, tell them so and explainyour rationale behind the decision.  You’ll need to make sure that yourdress policy is consistently applied with all staff, (and always put it inwriting).The Untrustworthy/Unreliable Employee:  Stealing fromworkplace, creating conflict with other employees, coming in late, (or not atall),  are all signs of  an employee who can’t be trusted.  As amanager, you must address these issues immediately and determine whetherfurther management counseling, a suspension or termination is in order.Addressing workplace issues when they occur, and clearly communicating andmanaging expectations is the key to ensuring that the workplace is one that isproductive, professional, and even fun.