At the end of the slide you will able to ans : 1.Who are Difficult Employees 2.How to Deal with Difficult Employees

1. Managing Difficult Employees
Priya Payal D Sharma
HR Partner
State Street HCL Services

2. The Employees who are involved in the following issues:
• Indiscipline detected during Electronic Monitoring
• Alcohol Related misconduct
• Office Affair
• Absence or poor attendance
• Poor Performance
• Insubordination (Misbehaving with Subordinates)
• Workplace bullying

3.  Necessity of electronic monitoring, Installing CCTV Camera, necessity of
installing CCTV camera should be ascertain before installing, its very
important to maintain the dignity of the employees.
 Communication of electronic monitoring to the employees should be
available at public portal.
 Disruption of work due to habitual electronic loafing: Continues
gamming which effect the production should not be entertained.
 Using official email of personal things.

4.  Find out if the employees behaviour has been disruptive to employees
own work or anyone else’s work in workplace.
 Legitimacy of drug use -The Legitimacy of drug/Alcohol needs to be
determined before taking any disciplinary actions.

5.  Progressive disciplinary techniques :Counselling and Remedial
action.
 Maintenance of Confidentiality :Details should not be disclosed
to person’s peers whether its about test result or about the issue,
confidentiality has to be maintained.

6. • Clarity of policies regarding office romance allowed or not allowed and
allowed under which condition, should be available in Organisation’s
portal.
• Impact of Office romance on official work and output of the employee
involved- it is okay to intervene by HR if its effecting the employees output
and if its not effecting the production there is no necessity of intervention.
• Confidentiality It is a very sensitive issue as its involves the personal lives
of two people.

7. • Educating the employees on Attendance rules.
• Flexibility.
• Assessment.
• Confidentiality of Meeting details.

8. • Expectation setting - Communication of the organisations performance
standards to all the employees, Employees should be aware what is
expected from them.
• Continuation feedback.
• Assessment of the performance.
• Documentation of poor performance followed by counselling and remedial
measures before punishment - we need to help the employee to succeed.

9. • Meaning -When a employee’s refuses to obey a direct order from a
supervisor, and sometimes challenge the director’s right to run the
company.
• Instance -This also occurs when an employee is verbally abusive to his
Manager, use bad words.
• Acceptance- Insubordination is acceptable only when / and may not be
penalised if :
1.Orders relate to illegal activity / or result in you having to perform illegal
activity.
2. Orders put employees in some kind of danger, except Defence.

10. • Written/Verbal orders
• Proof /Evidence
• Seriousness of issue should be considered if the employee needs to be
punished or not
• Reason is also to be taken into consideration, you should understand that
why the employee did not do the work assign to him
• Confidentiality

11. • Workplace bullying is form of Harassment that result in employee
experiencing mental distress, physical illness, loss of productivity and a
higher prosperity to quit to avoid toxic work place.
• If employee feels stressed because of the behaves of his manager / peers
then that called workplace bullying.
• Bullying may be in terms of abusive, insulting behaviour, threatened, they
may feel upset pulls their self confidence down.

12. • Gossip
• Yelling at subordinate
• Purposeful exclusion from projects/ meetings
• Giving credit to others of targeted employees
• Constant criticism by the boss
• Personal comments

13. • Get a detailed documentation.
• Consider talking to the bully.
• Implement a workplace bullying Policies.
• Promote a culture where workplace bullying was not tolerated.
• Know what is bullying and what is not (your manager saying you are not
performing up to the mark is not bullying but constantly saying that in
public is bullying).
• Focus on the issue and not the person's involvement.
• Don't respond to the employee’s mistake in laud voice.
• Don't be hypersensitive /Don't overreact
• Act quickly.
• Process change /Training /Performance review.

15. If a difficult employee is not managed properly that will create a toxic work
environment, which will demotivate your employee to perform the best.
• Response to the Complaint
• Document /Study the issue
• Confidentiality (Discourage Gossip)
• Address Employee Directly

16. • Start with something positive :
To began a conversation is important to start it with a positive note which will motivate
employee to improve.
“you are a very skilled developer and
your technical contribution to the project
are valued’’

17. • Focus on Performance:
Here when you are providing a negative feedback to difficult employees it is important
to focus on their performance and not to them personally . This will also lead to the
positive response and there is a chance of change
“The areas that need improvement are
communications and team work . It is
important to coordinate with your team
so that the project work more
smoothly’’

18. • Be Direct
You have to be firm and clear to the difficult employee that there is a problem but also there is a solution
“I had a complaint about your unwillingness to work as
a team , and this is serious. But I want to let you
know that you are valued member of the team and I
will work with you to find a solution ’’

19. • Coach /Council them to the success
If a employee is open to coaching then you have an opportunity to provide them
training via online/textbook or council them along with the interval feedback
sessions
You are really smart and it would be great if you could
eventually mentor the junior developers. But I think you should
start by putting yourself in other people’s shoe not everyone has
your experience. If a team member doesn't have a particular
skills you suggest resource for them to learn that skills

20. • Verbal warning
• Show cause notice
• Written warning
• Terminations

21. Email : p2squares@gmail.com
Mob : 0421-2268545
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