there are strategies to manage problem employees in organisation , i have included case studies related to it and i have also included that how organisations can built a good disciplinary climate in the organisation.

1. Strategies to Manage
Problem Employees
Presented by – Prashant Pandey

2. Ways to deal with problem employees
1. Talk to the employee in private
2. Offer support
3. Give clear feedback.
4. Document instances
5. Set consequences

3. Talk to the employee in private
• Don’t adopt the hard conversation, but make sure
you’re prepared.
• You need to be transparent about how the issue is
negatively impacting performance. Cite examples
and give constructive feedback
• Listen carefully to what your employee has to say

4. Offer support
• Knowing how to deal with difficult employees
means knowing what resources might help them.
• Research relevant training or professional
development resources that could provide a
platform to help them improve.

5. Give clear feedback
• Most managers will spend months, even years,
complaining about poor employees and not
ever giving them actual feedback about what
they need to be doing differently.
• Feedback helps employees to check weather
they are performing well or what are the
drawbacks in performance and behaviour

6. Document instances
• Whenever you’re having significant problems
with an employee, WRITE DOWN THE KEY
POINTS.
• You will need to provide evidence of the poor
performance, troublesome actions or bad
habits as you work to resolve the issue with
your employee

7. Set consequences
• If the carrot doesn’t work, you can also try the
stick.
• Show employees what they stand to lose if they
don’t improve
• If the person is hesitant to reform, figure out
what they care most about the privilege of
working from home, their bonus and put that at
stake

8. Case Study 1: Give direct feedback and
support the rest of the team
1. Christina Del Villar, the director of marketing at the e-commerce operations
software firm Webgility, managed a small team at a start-up earlier in her
career. One employee, Sharon a senior marketing manager, was making the
rest of the group miserable.
2. She was an alcoholic, abused drugs, and had a medical condition,” Christina
recalls, Her work was “full of mistakes,” her work ethic was poor
3. Christina made sure to document the behavior but says she couldn’t fire Sharon
4. Instead, she worked to prevent “the negativity from seeping into everything” by
routinely giving Sharon feedback and direction.
cont.….

9. 5. Her approach was “delicate” , she learned to read her employee’s
state of mind and pick days where she would be more accepting of this
kind of conversation.
6. She also encouraged them to focus on themselves and their work,
while some employees complained about Sharon, she offered advice to
them.
7. While Christina’s efforts reduced the negative impact Sharon was
having, the problem was ultimately solved by circumstance.

10. Case study 2 -Help him rebuild his reputation
1. Daniel Hanson once managed an IT team at a large multinational
that suffered every time it had to interact with Bob a senior internal
consultant
2. Bob was unaware about his behaviour that it irritates people.
3. Daniel discovered some of the reasons for Bob’s negativity. “His
personal life was a messed in bad relationships & hadn’t achieved
the professional satisfaction that he wanted and he thought he
deserved.
4. Daniel recommended a counselor provided by the company and
offered up his own time and advice in weekly meetings.
cont.…..

11. 5. Daniel encouraged managers to stop talking about him behind
his back, “to see that he was trying to change and to include him in
more senior projects under close observation.
6. Gradually, as Bob’s behavior changed, their attitudes toward him
changed as well,” Daniel says. He’s proud that, when Bob did
eventually transfer to another team, it was because he’d wanted to
go, not because he’d been forced out.

12. Building a good disciplinary climate
Common issues related to Employee Discipline
1. Compliance issues
• Violation of company policies, rules & regulations
• Non-adherence to workplace safety instructions
• Indulgence in theft and fraud in the company
2. Behavioral issues
• Exhibiting misconduct towards manager, leadership and co-workers
• Reporting late to work or team meetings
• Frequent leave without intimation and approvals
• Indulging in political activities and anti-social activities

13. Guidelines for Managing Employee Discipline
Policy Formulation
• The policy should be regularly updated, reviewed and shared with all
employees in an easily accessible employee handbook format.
• The consequences of violating the policy must be clearly articulated.
• Policy document be shared in your employee portal and employees
should be expected to read and accept the document during on-
boarding and at least once each year.
cont.…..

14. Disciplinary Committee
• A disciplinary committee should be formed where employees can
report issues pertaining to discipline.
• This committee should take care of discipline management and
document all disciplinary actions taken against the defaulters.
• The objective of disciplinary actions should be a transformation in
the employee behavior. The disciplinary action therefore should be
Corrective, rather than destructive and should be carried out with
rationality and without any bias.
cont.…..

15. Fairness
• Be fair while drafting employment policy.
• While every organization strives to be profitable, the goal should also
include long term sustainability, growth, goodwill and positive
employee-employer relationships.
• Rules should not be crafted just for the sake of making rules

16. Thank you