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Dealing with a troublesome and rebellious employee who is disrupting the work environment
Dealing with a troublesome and rebellious employee who is disrupting the work environment Good harmonious working environments and co-worker relationships are a must in a productive healthcare marketing organization. Anything that takes away from a stable and happy work environment works against the organization and its financial success by creating work force uncertainty, work environment friction and ultimately loss of job enthusiasm and finally job unhappiness. Whenever one begins a new assignment as a manager, you should meet with the entire staff and lay out your expectations and the limits you will accept as related to job performance, work attendance, work place disruption and trouble stirring employees. Make certain everyone knows what you are expecting from them including how you expect them to contribute to a harmonious work environment. Whenever a new employee is started, this same orientation must be provided to insure they understand the work place requirements and rules. Whenever someone is found to be disrupting the work environment or trouble stirring in general, you should call them into your office and discuss the circumstances and give them an opportunity to clear up any uncertainty and to make sure they understand what you require and expect from them regarding their contribution to a harmonious work environment. In addition, remind them that this has already been explained in an earlier orientation meeting as to your expectations related to employee contributions to workplace environment. Be sure to document this occurrence with date, time and the discussion points covered. If this activity persists, you will need to take further action and fast. You will know when there is a disruption in the work environment. The disruptive employee(s) will begin to try and gather 1 or 2, sometimes more people to support their disruptive activities. Often, this is done by making threatening comments to these other people such as “the boss is out to get you” or “I heard the director talking about making some changes in your position “. The disruptive employee may do and say anything to gain some support from other employees. The more support or sympathy they receive, the bolder they will become making threatening statements to them about their manager and may even say that they are to be fired. These statements are designed to bring maximum disruption within the work environment and give unfounded credibility to the disruptive force creating fear and unrest among other employees. Work begins to slow down, morale drops out the bottom and everyone is huddling together in small groups whispering innuendos about perceived threats and worried about their jobs. Job happiness has left the building. When this begins to happen, (not after) it is time to bring the disruptive employee in and take immediate action before morale gets this far gone. Issue a written corrective statement and give the disruptive employee a format to respond in writing and have a specific action plan for correction and an action plan for failure to correct the disruptive activities. If the disruptive employee does not correct their activities or if they again resume these activities, they should be terminated immediately and escorted from the building by security. Employees who are so entrenched on disrupting the work environment are out to destroy your position, your department or the organization and will stop at nothing in this pursuit including going all the way to the top corporate CEO to discredit you and complain about you. Once they are gone, you must work to promote and reestablish good employee relationships, re-building and team spirit promotion. A disruptive employee left in place too long can destroy a lot of progress. Remember, if you have a disruptive employee who refuses to cease disruptive activities, the sooner they are out, the better. Ray Vaughn HealthCare Marketing Specialist Developing Successful Marketing Strategies for HealthCare
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