So you're dealing with some difficult employees. Well, taking them out back and
beating them is definitely not an option. Maybe back in 1901. But it's 2019 and
those are no longer options. Seriously, all jokes aside. You're not alone in this
everyone deals with employee challenges. To be honest, I've spoke to thousands of
business owners and no matter at what size, business, what industry or at what
state across the country, employee challenges and issues is such a
universal thing that every business owner deals with. In this video, I'm going
to share three things that you definitely must do or at least try in
your business. These things have definitely helped me deal with my
employee challenges over the years. Stay tuned.
So, ask yourself what business you're in and the answer to that question is
you're in the people business. And I think so many people don't think about
this. You know, as a business owner. You know, you just think you're in the
business of whatever it is that you do. Whatever product or service that you're
delivering. And the reality is we're all in the people game as business owners. It
can get really frustrating sometimes dealing with different people and
personalities and employee challenges. But the reality is is everyone deals
with employee challenges. So, in this video, I'm going to share a few things
that have been really helpful for me. Also keep this in mind. Someone once
shared this with me and I've always thought about it. And basically you know,
they said, "Hey, make sure that you're praising people in public and
reprimanding people in private." You've probably heard that one before. But keep
that one in mind. You reprimand people constantly in
public. It can make a lot of other employees who are doing a good job feel
really uncomfortable. You don't want the one bad apple. That's probably already
spoiling the bunch T's for you to now spoil things even further because you're
reprimanding people in public. So, the first thing that you need to ask
yourself before you waste any more time is is this person, this employee that's
given you a challenge, are they a good culture fit? Should they even be in your
business? Culture is really the most important thing in my business. So, are
they a culture fit and are they coachable? And can this person change? Is
this is just like a self-contained issue? You know one off a one-time issue? Or no
matter what you do well this person just never change? You really need to ask
yourself that question and get real you know, with yourself. If they're not
coachable, if they're just a not good person and you've already tried a
million things, I think the answer and the writing might be on the wall. And
you're probably gonna wind up here anyways so it might make sense at this
point to part ways. If it's just a one-off thing or the person you know
people are entitled to go through a rough patch, whether it's in your
business or personally things happen life happens. So, you have to give people
the opportunity. If they're just not going to change or they're just not the
right culture fit for the business, again it might be time to part ways. Number 2,
this one's important and believe it or not can make a really huge difference. Is
this person in the right seat? Meaning is this person in the right
role in your business? You know if someone's in the wrong seat and they're
almost being forced to do something that they're not good at or it's not their
natural ability or just not something that they love, then it might seem like
they're causing problems. But again, they might just not be in the right role in
the business. So, before you look to either part ways or just constantly have
to have over and over conversations and not really getting anywhere or getting
any changed results, it might actually be because the person's not in the right
seat. it's worth having a conversation with this employee and understanding, "Is
this role for them and looking around the ear business? And is there an area or
a place that you can shift this person into?" If that's not an option, again, it
may make sense. It may be better or mutually for each person that at this
point you part ways. If someone's not in the right role, it's not only going to be
stressful for you. It's also going to be stressful for them. So, it's worth having
a conversation. So, number 3 have you sat down and just had a real and direct
conversation with the employee that's given you this issue? Sometimes when you
sit down and just have a human conversation, you actually can get to the
real root of the problem. Sometimes it might be something that is
completely shocking that you didn't even know or realize. There just could be
something going on personally outside of work that's really affecting what's
going on the business. Or it may be there may be a real issue in the business that
you're just unaware of. And there might actually be a real reason for why the
person's being difficult. But if you don't have a direct simple to the point
human conversation, you'll never really know what the issue is. For me, it's been
really helpful and important to always get to the root of the problem, find out
what that is and then seeing if we can fix it from there. So, one thing I like to
share is every States HR rules and laws are different. So definitely make sure
that you're checking with HR. If you don't have an HR department, there are
HR services that are available out there. We actually offer them to our clients to
utilize and I'll share a link and how you can get connected with those at the
end of this. So, make sure you definitely know those HR rules and laws. It's also
really important to make sure that you're documenting all these challenges
and make sure that you have them in your employee file. Super important. So a bonus
thing I'll drop in here which can be really helpful in these situations is
when you're having that direct talk and you
still dealing with challenges, put what's called an exit p IP plan in place. That's
a performance improvement plan. Basically it outlines the areas that need
improvement and if there's not these type of improvements,
it's basically grounds for termination. I hope you found this video helpful. And
remember running a business is not easy if it was everybody would do it. Remember
you're not the only one that's dealing with these challenges but it's really
important to address all these challenges head-on and as quickly as
possible because you don't want one bad apple to ruin the whole bunch. Again,
thanks for watching my video. Thanks for tuning the Grow By Joe. Check out the
link below in my description. You can get connected with my team and find out more
about that HR service which is really helpful if you don't have an HR
department in your business. And please make sure that you subscribe to my
videos and adding the comments below. I'd love to hear any feedback that you have.
Good luck and I hope you're able to get to the bottom of this employee challenge
that you're dealing with. I wish you nothing but success in your business.
Take care. We'll talk soon.