Management

5 Golden Rules for Dealing with Non Cooperative Employees

Having employees or colleague in your business who is non cooperative or unwilling to commit to teamwork can be a frustration. Simultaneously, it can also lead to resentment among other team members and reduce morale. Left un-checked, non-cooperative employees can hamper workplace productivity, alienate clients and cost your business revenue and profits. Confront the Offender … Continued

Having employees or colleague in your business who is non cooperative or unwilling to commit to teamwork can be a frustration. Simultaneously, it can also lead to resentment among other team members and reduce morale. Left un-checked, non-cooperative employees can hamper workplace productivity, alienate clients and cost your business revenue and profits.

Confront the Offender

A non-cooperative employee could be in the dark about the way they performance and how their attitude is hurting other colleagues. Talk to the employee in private and address your concerns. Describe specific examples of non-cooperation and explain the resulting negative impact. Approach this initial meeting in a non-confrontational manner and focus strictly on facts. Give the offender time to respond to your criticisms and offer an explanation for the behavior.

Help Set Goals

If the non-cooperative employee appears to be unaware of the poor behavior, and expresses a desire to improve! Help them establish specific goals for becoming a participating and contributing member of the team. This might involve creating measurable objectives; Consequently, such as cutting down on the number of complaints issued by associates by being more cooperative. It might also include helping them improve communication with colleagues by demonstrating the proper way to discuss differences, interact, and negotiate. Follow up at regularly-scheduled intervals to assess progress.

Issue a Warning

If the non-cooperative employee is defensive or denies any behavioral problem, issue a formal warning with specific directives and consequences. Develop a written plan for actions that need to change and a timeline for gauging progress.

Learn More : 5 Reasons Why Good Employees Leave a Company & How to Retain Them?

If the employee is open to conflict mediation with colleagues, arrange for this to take place. If the issues seem to stem from a lack of training or ability! Reconsider other areas of the company where the employee might be better able to utilize their skills; or offer job training to help improve their performance levels.

Work with Other Employees

Work with Other Employees

While the non-cooperative employee is working on improving their skills, help other employees find ways to support their colleague in her efforts. To leave the issue unresolved could result in resentment from employees; who feel over-burdened in assuming the work responsibilities of their underperforming colleague. Your employees will appreciate the fact that you are addressing the issue and looking for solutions.

Terminate the Non Cooperative Employee

If all efforts to engage the non-cooperative employee fail, you should consider terminating the employment. Make sure you document your efforts to assist the employee in improving their performance. Additionally, so you create a substantiated case for termination. In conducting your termination, reiterate your attempts to rectify the problem and point out the employee’s continual failure to comply with your requests.

Read More : 5 Reasons Why Entrepreneurs Should Fire Bad Employees

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