How to Deal with Difficult Employees/ People

Difficult People Exist in Every Workplace.  It seems that some people are just born to be difficult. Difficult people are easy to recognize--they come late, leave early, don't turn their work in on time and have an excuse for every failing.

Difficult people present no problem if we pass them on the street or in the supermarket. Nevertheless, when we have to work with them difficult people can become major irritants.

Wait, there's more. These difficult people harass you and others, ask too many self-explanatory questions, neglect details, distract you and repeatedly challenge you and others. Even worse, when they interact with customers, vendors and people lower than them on the corporate hierarchy, they can be impolite, arrogant, misleading, inappropriate or simply wrong. Do you know anyone like this? Naturally, no one wants to work with difficult people.When dealing with problematic employees, productivity decreases, frustrations rise, morale goes down and customers and vendors get upset.

 

How to Handle Them?

The first rule in the face of an unreasonable person is to maintain your composure; the less reactive you are, the more you can use your better judgment to handle the situation.

Don't ignore the problem.  Most often, managers will simply ignore problematic staffers. Ignoring the situation is the wrong solution which can lead more a progressive problem. It is important to take action as soon as the negative behavior pattern becomes evident--when left untouched, this problem will only go up.

Research the problem personally. Approach the person with whom you are having the problem for a private discussion. Prepared with accurate data and examples, the manager needs to then take this person into a conference room or office--away from others--and calmly address the issue. To begin, the manager needs to ask the employee if he is aware of any ongoing issues to determine if the difficult person is aware of the problems.
 

If the employee is "unaware," the manager needs to describe the unacceptable behavior. The employee might interrupt to disagree or deny the existence of any issues. Nevertheless, the manager needs to continue by giving clear examples of the unwanted behavior.
The manager also needs to allow the employee to respond to the allegations. If the difficult employee refuses to believe that the allegations exist despite the evidence, the most the manager can hope for is an intellectual acceptance of the possibility that a problem exists.

Help the problematic employee to get back on track. Once the employee begins to understand that these negative behaviors are real and experienced by others in the organization, the manager or someone from human resources should begin to coach the difficult employee in displaying more acceptable and appropriate behaviors.

 The employee needs time and practice in "trying on" new, more suitable behaviors. HR and/or the manager need to provide specific feedback to this employee on the success or failure of his efforts in minimizing the negative actions and implementing ones that are more positive.

If all else fails, termination may be necessary. If the employee continues to deny his inappropriate behavior and refuses to try to improve the situation, the manager needs to place this person on the fast track towards termination.  

Not doing so is damage to the other employees and the success of the organization.

As the saying goes, You can’t fly like an eagle if you hang out with turkeys!” Whether you’re dealing with a difficult colleague or an annoying relative, be diplomatic when you need to interact with them. The rest of the time, keep a healthy distance.

In conclusion, to know how to handle unreasonable and difficult people is to truly master the art of communication. As you utilize skills, you may experience less grief, greater confidence, better relationships, and higher communication abilities.

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Fight Monotony At Work!!!

Researchers have found that one in five leave jobs due to lack of  opportunities  within  their  company. Boredom and monotonous work are the negative factors that generally effects on Morale, performance, and quality of work.

How to get through the day when work is tedious?  

It shows that change- whatever it is -Improve our mood &  Productivity. Here are the ways to  cope  with the corporate grid-

Organize your work. Your brain needs change. Try doing routine tasks in a different way. Write down the achievable  goals  for each day, and steps  going to take to reach it. 

Take a break between the work, get fresh or interact with the co-workers. You can read articles or current news related to your profile which will help you to gain more knowledge about your job.

Listen to the music, sometimes  putting  on motivational song really helps you to refocus on work. 

Learn something new, a new program or a new subfield, anything that gives you a brain thrill.

Divide the work into small and manageable sections. 

Adjust your mindset, even though it is boring task you need to do it. Understand the value of getting boring job done on time. 

We can learn and grow by finding more efficient ways to do our job. Combination of  working  hard and having fun at work will improve happiness at work.

HAPPY WORKING!!!

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Why NOT TO Hate HR.....

Employees are most valuable asset of the organization.  For small businesses and large conglomerates alike, the human resources or personnel function can be very helpful. But most of us hate HR Department. Why?

The Human Resources department is responsible for many people related issues in an organisation. HR is link between Employees and Management. Bridging the gap between employees and management is not that easy practice. Each human being is unique; each with their own qualities, characters, thoughts, cultures, forms of happiness, way of working, However, HR always need to deal with diversify culture in the organization.

How organizations handle individuals’ needs isn’t just a matter of HR, but how line mangers do as well. “People don’t leave companies; they leave bosses.” Don’t look to HR to solve all problems entirely on its own. A  Financial  Manager  can’t run an effective finance operation without the cooperation of the CEO and line managers; however HR can’t run efficiently without the corporation of employees & management. Decision making isn’t entirely depending on HR, It is  combined efforts of MD, CEO & line managers of the organizations.

HR can guide employee’s to build their professional as well as personal life. Finding, nurturing, and developing talent are being one of the most important tasks in a corporation.  HR routinely deals with ethics and fairness. And always try to find balance and equity between the employees and management. HR is a supporting function alike Accounting, HR can make sure to get appropriate job descriptions written and posted to the company website. They can use their understanding of company culture to identify applicants who might fit better. They can research salary trends, benefit programs, and competitors' hiring practices. They guide company through the legalities and they produce the reports of staff levels versus budget, of turnover rates, and of employee morale. They find better ways to retain employees and exploit talent in development of the company.

So the next time you, as an employee, get frustrated with HR, or you, as an HR executive, get frustrated with your role inside the company, stop worrying the small stuff and start asking the big questions: How I can contribute as a team to the rapid growth of the business? How I can utilise experience, contacts, knowledge and open minded perspective to interact positively with clients.

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HR - Moving From Administrative To Strategic

The management of human resources is a fundamental activity for all businesses. In the competitive era of technology, the world development in globalization has brought the entire world to a single platform. Businesses have expanded and have increased their operations. Thus, in this competition, keeping itself on the top rank of the market, companies need to draft effective strategies. Out of these, one is the human resource that is considered as the most important one.

The effective development and implementation of strategy depend on the strategic capability of the organization, which will include the ability not only to formulate strategic goals, but also to develop and implement strategic plans through the process of strategic management.

Strategy is about implementation, which includes the management of change, as well as planning. Strategic HRM addresses broad organizational issues relating to organizational effectiveness and performance, changes in structure and culture, matching resources to future requirements, the development of individual capabilities, knowledge management and the management of change. It is concerned with both meeting human capital requirements and the development of process capabilities, that is, the ability to get things done effectively.

At Nestlé India, They make big investment in people, People are their top priority.

Nestle follows differentiation strategy and to make it a success it has HR strategies aligned accordingly. To support the differentiation strategy, Nestle practices following HR strategies to support differentiation:

·        They favour long term performance measures. Nestlé does not favor short-term profit at the expense of successful long-term business development.

·      They believe in extensive trainings of their employees to keep the pace with changing environment and keep them updated with latest innovations

·     At Nestle, equal and fair pay practices are followed. Nestlé’s pay structure, rewards &incentives systems are also designed in such a way so as to promote creativity.

·      Recruitment process is also totally based on hiring and recruitment of people who bring in new ideas.

·       Broad career paths are provided to employees by a continuous process of career development and high employee participation prevails in the organization. (Source- http://www.scribd.com) 

Thus HR & Hiring Managers are striving to become more strategic.  Strategic  HR department helping an Organization to focus on quality & career development of the employee. 

Read more on- http://www.forbes.com/sites/microsoftdynamics/2013/02/11/the-new-hr-manager-moving-from-administrative-to-strategic/

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Bringing Out the Best in Your Employees

As a leader, it can be challenging to give up control and trust your employees to get the job done. Some leaders need to be the smartest, best and most capable person in the room. Unfortunately, this approach can sometimes cause managers to underutilize their people and talents and restrict great ideas. On the other hand, good leaders recognize that when their employees are doing well, they are too. Capable leaders not only make their team members feel smarter, but actually become smarter and drive them to achieve extraordinary results.

Try to:

Avoid micromanaging

Empower your employees by allowing them to make key decisions related to their role. Trust the skills and judgement of your employees. Your employees will be grateful for your confidence and this will free up your time for other responsibilities.

Accept and acknowledge

Although it seems easy enough, many leaders make the mistake of accepting credit for a team’s success and passing off blame for their shortcomings. When your team reaches a goal make sure you give the right people credit and if an employee goes above and beyond, don’t let it go unnoticed.

Encourage feedback

Employees can offer fresh ideas and inventive suggestions, but often hesitate to speak up because they don’t feel like their opinion is valued. Communicate regularly to encourage their contribution through brainstorming sessions, surveys and suggestion boxes. This will ensure that your team is comfortable approaching you when they have a problem and will give you great ideas for the future.

Avoid gossip

Don’t get involved in or encourage office politics even if there’s no way of stopping it. Never share confidential information, complain about new policies or work results or discuss confidential information like salary, hiring or firing decisions.

Be fair

Meet and greet your employees, talk to them about their weekends and don’t shy away from being friendly. Just try to treat everyone fairly and consistently regardless of their role.

Be a Leader

A leader is one who inspires people to pursue a greater purpose and ultimately a vision. If you are not passionate and energetic about the work of your team and the organization, why should they be? Being a leader means living your vision and mission statement everyday with energy and reminding your employees that they are not just performing tasks and duties, but ultimately working for some greater purpose. Take the time to know the strengths of your team members.

We wish you and the team a great year ahead!


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Engaging employees toward company’s Mission, Vision and Values!!!

What can we do to keep employees engaged?  We have to make sure that we are providing most favourable workplace environment for them to flourish.  They should feel respected and comfortable to express their ideas, regardless of their role or position in the organization. 

Speak with employees to find out what is on their minds.  Do they have ideas for improving the business, or ways to promote a better workplace? What do they want to accomplish professionally?  We all have to make sure we are offering learning and development opportunities on the job, and challenges to promote growth. An anonymous survey is also a good way to find out about what's on employees' minds.

HR's goal is to properly address the challenges and opportunities that will give your organization the competitive edge.

First you must find the right employee to fit the culture and goals of the business. It is a challenge to find and hire the right person, but the payoff in the end is tremendous! Engaged employees understand how what they do everyday effects business strategy and goals.

Align your employee experience to your customer experience.

Happy employees create a happy atmosphere and therefore a better experience, but engaged employees are the key as business is business

We all have to make sure that we are rewarding employees and recognizing the important contributions they make day in and day out to our business.  Pay particular attention to the top performers. They're an invaluable asset in driving business forward, and we certainly want to make sure they feel happy and engaged.

We can ensure that managers have the skills to engage staff. They should never be recruited or promoted on technical skills alone. Making sure they have the emotional intelligence to manage, lead and develop a team is essential. Demanding high standards of performance and behaviour in the organisation is also HR's role and our credibility rests on us starting with our own teams.

Getting rid of bureaucracy and allowing staff to do their jobs can also drive up engagement. "Senior leaders need encouragement to connect with staff. We can drag them out of their offices to the front line, meeting customers and connecting with staff. Time is not an excuse - get them using social media.

Employee engagement is often characterised by two key words – ‘involvement’ and ‘trust’, with the two biggest drivers identified as ‘leadership / people’ and ‘communication’. 

If you are looking at the New Year as an opportunity to reboot, refresh and reorganize your organization, it's important to remember and value your employees in all of the changes you make.

Read more at -

http://www.linkedin.com/groups/How-do-you-engage-employees-3761.S.173097700

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