Leaders! Do Not Ignore Bad Behavior!

This article is focused on resolving bad behavior on the job before you need to fire the person(s). If there is bad behavior off the job (e.g., use of drugs, thefts, threatening neighbors, damaging property), consult with an attorney first.

It can be easy for bosses/leaders to avoid addressing bad behavior, especially if the person is considered a top producer or top talent. But you must stop the denials and excuses (e.g., “It was a one-time incident,” “They didn’t mean anything by the sexist remarks,” or “That is just how the person is”) and resolve it immediately.

Why the urgency?

It will cost you your top talent, customers, bottom line, and energy working through turnover of employees and customers, quality issues, and legal challenges!

Remember, all employees have the right to enjoy a safe and healthy workplace culture and do their jobs without fear of being belittled or humiliated for who they are, how they speak, how they look, and how they do their jobs.

6 Tips to Resolve Bad Behavior

  1. Have the Tough Conversations Now! Usually, it’s essential to have these conversations 1:1 to avoid humiliating the person and making it worse. But if it is not the first time, you may need to include someone from HR or a key employee. But don’t wait. For example, one company didn’t address their top salesperson’s lunchtime drinking. On the drive home, he killed a father and his two sons. This cost the salesperson his freedom and the company hundreds of thousands of dollars.
  2. Talk Straight. It’s time to use a direct approach to explain why the bad behavior must change immediately to avoid misunderstandings or if the person becomes defensive. For example, if the employee is gossiping about his boss or mimicking a female co-worker, don’t talk about being a team player! Instead, talk straight about the importance of not gossiping or hurting another person’s reputation, and failure to stop will not be tolerated.
  3. Ensure Job Fit. Regardless of their job titles, employees often create mischief when attempting to work in jobs that don’t fit them (e.g., an accountant who doesn’t enjoy working with spreadsheets or a boss who finds people annoying). They may be bored, trying to force a result, or micromanaging. Talk with them and use a qualified job fit assessment to clarify “why” they are doing what they are doing.
  4. Provide EI Training. Emotional intelligence (EI) training is important. Many employees and bosses today are unaware or uncertain of how to talk with others. They copy words, phrases, gestures, or other inappropriate remarks from listening to podcasts and mimic them when talking with their bosses, co-workers, or customers. Invest in developing this critical skill for all employees.
  5. Yes, it’s crucial to write down who, what, when, where, and why after having a conversation with an employee about their inappropriate or destructive behaviors. I’m going to repeat this … you must document.
  6. Hire an Executive Coach. Many bosses/leaders cannot effectively coach their employees. The do-it-yourself approach rarely works! Ensure the coach has a strong track record of working with people to shift bad behaviors and attitudes into better ones. If the issue is due to alcohol or substance abuse, consult with your attorney since coaching would be inappropriate in these situations.

©Jeannette Seibly 2024 All Rights Reserved

Jeannette Seibly is a Talent Advisor/Leadership Results Coach with over 31 years of practical experience guiding leaders and bosses to improve their hiring, coaching, and managing practices and produce amazing results! And yes, achieving business success always starts with having the right people in the right jobs! She has been an Authorized PXT Select® Partner for over 32 years. Contact Jeannette to learn more about these state-of-the-art job-fit assessment tools or how to coach and manage your people to achieve incredible results.

A note from Jeannette: Are you dealing with bad behavior from an employee? You must address the issue(s) now, or there will be costly repercussions later. Are you confused about how to address and have this type of conversation? Contact me!

Now is the time to get into focused action! Are there days you dread doing what is needed to manage your people, projects, and team’s financial performance? You’re not alone! Everyone has those days! But continuing to hide behind excuses only hurts you and your future promotability. I have extensive experience and wisdom guiding bosses and leaders to hire, coach, and manage their teams successfully – this includes getting you out of the way and working with and through people effectively to achieve the results required. Contact me to learn more about my in-depth, one-on-one, customized coaching programs.

Are you using your talents and abilities effectively? Many of us are not! Click Here for a Free Download on how to use your talents and enjoy a rewarding career!

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