Is It Important to Deal With Problem Employee Behaviors Promptly?
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When employees are exhibiting negative behaviors in the workplace, it is important for supervisors to address the problems effectively and promptly. While no manager looks forward to having to have this type of difficult conversation with an employee, communication with employees about negative behaviors when they occur is an important part of every management job.



Don’t Delay Dealing With Problem Behaviors



Don’t put off, delay or avoid discussing behavioral issues with employees. The problem won’t get better if you delay dealing with it – instead it is likely to worsen and lead to other problems.



Every supervisor is well served to remember:



  • Every time an employee ‘gets away’ with bad behavior, you are reinforcing that the behavior is acceptable. In essence, you are encouraging the employees to develop bad habits.

  • Employees who see their co-workers getting away with bad behavior with no negative consequences may start to pick up those bad habits themselves, creating more problems for you and the company.

  • If you put off communicating with the employee until you are fed up, angry or frustrated, you will not be able to interact objectively with the employee. You may lose your temper, say something you are going to regret, and even do or say something that could create legal liability for your company.


  • Recognize the Signs That You’re Delaying

    It’s important to learn how to recognize the signs that you are putting off difficult conversations about problem behaviors that you really need to have to your employees.



    For example:



  • A classic sign that you are stalling is when you catch yourself thinking, “The next time she does this, I’ll say something about it.” The reality is that you won’t – you’ll likely talk yourself out of it by the next time. And, but the time that (No, you won’t – and it may be too late by then.)

  • Another key sign that you are delaying dealing with problems is when you find yourself thinking, “She ought to know better; I shouldn’t have to say anything.” The fact is, the employee either thinks what she is doing is okay or she just knows you won’t call her on it. Either way, it is something you need to deal with. If you want the behavior to stop, you do have to say something.


  • When you find yourself thinking these things, recognize what you’re doing, take a deep breath, put on your ‘manager hat’ and have a serious, professional discussion with the employee. Everyone will be better off if you do.