How do you manage difficult
employees in the workplace?
I'm talking about bad behaviors.
How do you actually point out
those bad behaviors without
causing any animosity?
Well, that's exactly what I want
to share with you in this video.
Have you ever worked
with a co-worker who is so
difficult with a bad attitude
or even a nasty attitude?
And you wonder,
how did this person actually
get through the cracks
and land the job?
Who is doing the interviewing?
Is this person qualified?
Does this person know how to ask
the prospective employee
the right questions to get
the person to come from behind
the mask and actually reveal
who she is or who he is?
Even though you didn't hire
the person, even though you
have nothing to do with it.
But as a manager,
as a supervisor,
as a leader or even as
a co-worker,
you are the one who is going
to put up with the behavior
of that person.
Let's see actually how you can go
to that person,
have a conversation and let him
or her know, hey,
your attitude is nasty.
You have a very bad behavior.
You need to do
something about it.
But without actually offending
the person, without actually
causing any hard feelings,
without causing any animosity.
So let's get to it right now.
Use the strategy.
I call PSP.
I want to break down
exactly what I mean by PSP.
Let's start with number one.
P is for praise.
What I mean by that is you must
be an elevator at the
start of the meeting.
What you do is you praise
the person for something
specific that they have done.
That was noteworthy.
That was actually a good thing.
I actually created a video about
that and I'm going to put it
on the screen at the end of this
video so you can watch it is
about how a leader can
motivate or inspire anyone.
Actually, you don't even
have to be a leader.
Anyone can use those strategies
to inspire and motivate
other people.
So make sure to wait for the end
of this video to watch it.
You need to praise the person
right at the beginning
of the conversation.
You want to bring the person up.
You want to give
the person a shot of dopamine.
Dopamine is actually
the chemical that the brain
releases when we are happy,
when we are excited.
So bring the person up.
The way to do so is
to find a specific time.
The more specific
you are, the better.
When the person actually did
something, right. Something,
noteworthy and share it and say,
hey, you know,
I remember on such and such date
what you did for us,
that really means a lot to me.
And it means a lot to the team.
You keep praising the person
to show your appreciation
and gratitude,
just to show that you are
actually happy that they
are on the team.
Number two is the S in the PSP.
That means share.
Oh, yes.
You are now ready to share
the real reason why you are
having the meeting
with this person.
Remember, you praised
the person first.
The person is way up there.
Now you can share about
the bad behavior or attitude.
There is one key phrase you must
always, always use before you
share about the behavior or
the attitude that's going
to really help the person to be
in a better position to receive
the negative feedback
that you are about to share.
The phrase is you can do better.
Let me use it in a sentence
so that you know what I mean.
You said something like this.
The reason we are having this
meeting today is to talk about
an area where I think
you can do better.
Why do you say you can do better?
That implies that the person
is not actually bad.
You are good already.
We can do better.
Let me caution you.
Never, never, never
make the person the behavior,
because whenever somebody is
behaving a certain way,
they are not the behavior.
They are simply exhibiting
their social conditioning.
There is no such thing
as a bad person.
There is only bad programming
or bad conditioning.
The question is,
how do you make sure the person
does not feel he or
she is the behavior?
What do you do?
Well, it's actually very simple.
At the time you were all going
to mention the behavior,
the negative.
You would never
point at the person.
You always point to a away.
That's your way of
separating the person
from the behavior. As an example,
whenever I'm on a stage speaking,
if I'm showing something
negative, I'm talking about,
let's say the losers.
I'm talking about the naysayers;
the discourages.
I am pointing a way because
they are not in the room.
I don't want to signal
to the audience members
that they are the gossipers.
I'm talking about
the are the losers.
I'm talking about.
No, I don't want to do that.
You praise the person
and you share.
You believe there is an area
where the person can do better.
Remember, you can do better,
which means you are good,
but you can always improve.
Then, you say something.
However, Suzie I notice lately you've
been slacking a little.
Do you see I'm pointing
away when I say slacking.
If the person is
coming late you say.
However, lately you've been
coming late pretty
much every day.
And that is outside;
that is away because that's
not the person. You get it?
Number three is P, which is PSP.
That's the second P.
Can you guess what it is?
It's actually praise!
You praise that person before
you close the conversation.
In fact, you would never,
EVER, leave a conversation without
ringing the person up,
whether it is a friend.
It is a child.
It is a parent.
It is a coworker.
It really doesn't matter.
You never end a conversation
leaving the person in the
basement; on a negative note.
You must leave them
on a high note.
When I'm speaking on a stage,
let's say I'm sharing a sad story
is a story that is
kind of depressing.
I don't want to move to the next
point without having a buffer,
some kind of laughter right
at the end of the story to bring
the audience up,
because if I leave them down,
it's going to be very hard for me
to bring them up. And it's going
to be very hard for them
to receive what I'm sharing
with them or to stay with me.
Let the person know
one last time.
How much you appreciate
him or her on the team.
You say, hey, I just want you to
know that you are very valuable.
That I really appreciate
you on the team.
And I remember you did this,
you did that, or whatever it is
that you keep
praising that person.
You don't need to be a manager,
a supervisor or a leader
to use this strategy.
You use this strategy
in conversation with co-workers,
in conversation with friends,
in conversation with your kids.
You use the praise.
Share and praise.
Always leave them on a high note.
By the way, if you enjoyed this
video and you like the content,
please give it a thumbs up,
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Take care.
Have a good one.