How to Manage Problem Employees

D. Michelle Adkerson

New and alarming trends are changing the way you manage your workforce and demanding your attention. These trends are too complex and critical to cover fully in a monthly newsletter. That's why we created HR Executive Special Reports.

About the Report
Today, organizations are forced to deal with a record number of disgruntled, absent, uncooperative, de-motivated, or even lawsuit-happy employees. This timely report reveals the best ways to communicate workplace expectations to employees, handle grievances, implement effective discipline, and prevent employees from becoming problems in the first place.

:Law Letter subscribers download FREE

Table of Contents:

1. THE JOB DESCRIPTION: CLARIFYING JOB STANDARDS AND YOUR EXPECTATIONS
Analyze the Job
Describe Core Requirements
Regularly Review Your Job Descriptions

2. ORIENTATION: MAKING SURE EMPLOYEES HAVE WHAT THEY NEED TO SUCCEED
Set Out to Impress New Employees
Welcome Employees from the First
Discuss Your Employment-At-Will Policy
Plan the Orientation Carefully
Have New Employees Evaluate the Orientation — Twice

3. THE PERFORMANCE APPRAISAL: MONITORING EMPLOYEES
Set Performance Standards, Goals, and Expectations
Provide Continual Feedback
Solicit Employee Suggestions
Establish Regular Performance Reviews
Review the Evaluations
Thoroughly Train Your Supervisors
Remember That Evaluations Become Evidence in Lawsuits

4. PROGRESSIVE DISCIPLINE: GUIDING EMPLOYEE CONDUCT
Ensure Fairness and Consistency
Maintain Flexibility
Apply Your Policy

5. THE ULTIMATE DISCIPLINE: FIRING PROBLEM EMPLOYEES
Plan the Discharge Meeting Carefully
Document What Was Said at the Meeting
Remain Cordial

6. PRECAUTIONARY PROCEDURES: HANDLING GRIEVANCES AND INVESTIGATIONS
Provide a Procedure for Grievances
Investigate Claims and Disputes

7. THE PERPETUAL EMPLOYMENT PROBLEM: DEALING WITH ABSENCES
Implement an Absence Policy
Find Out Why Absences Are on the Rise

8. DOCUMENTATION: MAKING SURE YOUR RECORDS JUSTIFY YOUR ACTIONS
Beware That E-Mail May End Up As Evidence
Be Sure Incident Reports and Reprimands Are Specific
Maintain Up-to-Date Personnel Files
Restrict Access to Those with a Business Need to Know