It’s becoming a common problem: An employer discovers disparaging comments on an employee’s Facebook, MySpace or personal blog. Maybe a post reveals internal company information. Can the employer take disciplinary action? It depends.
With some employees, it isn’t a matter of ability, it’s a matter of attitude. And while you can’t control someone’s horrible personality, you can decide how you’re going to respond. Use these scripts and strategies to confront problem employees and effectively manage employee discipline so you can bring motivating back to the forefront of your workday.
The first rule of people management is not to let one bad apple spoil your whole bunch. Difficult people can put a strain on the productive members of your team.
Make the most of your human capital. Browse our articles on the good, the bad and the ugly of People Management…
Turning your back on difficult employees isn't just a management mistake, it can also create legal trouble. That's why, when confronted with employees who don't do what's asked, it's best to devise a strategy for making the best of a potentially explosive situation. Although it may be hard to transform a difficult employee into a warm, friendly ally, you can take the following steps to make it easier for the employee to comply.
Even the feds can’t keep overtime law straight. An arbitrator has ruled that the EEOC—of all agencies!—willfully violated the Fair Labor Standards Act by forcing employees to take comp time instead of overtime pay when they worked more than 40 hours a week. Need more proof that there's an irony epidemic these days? Increasing numbers of lawsuits are being filed against ... lawyers!
Anytime you thrust people together, whether work related or family related, you come across a “toxic taker.” Toxic takers poison your environment, and you need to take action against them. Here are some survival tactics.
You can learn a lot about an employee during the first few weeks. Missing work then probably means attendance will be a problem later. Having stricter rules during the initial probationary period will help you weed out problem employees.
The global economic crisis that has forced U.S. employers to slash their salary budgets has not spared HR salaries. A new report says HR pros' base pay and incentive compensation grew more slowly last year. Compensation isn’t expected to rebound in 2009, either. Find out where you stand.
American workers can access the Internet, e-mail, instant messaging and other forms of electronic communications from anywhere at any time. While electronic communication helps people do their jobs, it also leaves a trail. A telephone conversation relies on the memory of two participants, but e-mail and IM discussions can be preserved for years to come. And, given the casual way so many people fire off e-mail these days, that can spell legal trouble for employers.
The popularity of Internet blogs and social networking sites such as MySpace, LinkedIn, Facebook and Friendster is causing confusion and concern for some employers. Is there any harm in using information published on the Internet to screen applicants? At a time when it’s easy to search the web for information on just about anyone, what steps should a reasonable employer take to investigate the background of an employee?
Not surprisingly, there are better ways to persuade others to listen to your message. Communications expert Jennifer Benz, of Benz Communications, advises sticking to the “four corners” of effective employee communication.
There’s no escaping difficult, dastardly or downright nasty people at work. There’s always at least one of them floating around. While you can’t control someone’s horrible personality, you can decide how you’re going to respond. That means polishing your EMS— enemy management skills. By killing your enemies with kindness, or at least identifying their M.O. and mitigating their effects on your workplace, you can rise above their noxious influence.