Do you notice that some of your team members show up to work late constantly? Or do they have the impression that it’s okay to keep committing minor offenses all the time?
Watching them make a habit of something seemingly harmless can be frustrating. The fact that these troublemakers are exceptionally skilled employees puts you in an even more frustrating position. If not for their occasional misconduct, they’re perfect for your team.
While you want to terminate their employment to teach them a valuable lesson, you know it’s not a practical action. Rather than ax them outright, you may want to (at least) try resolving the issue first.
To get the ball rolling, here are the ways.
1: Be an Outstanding Role Model
This is on top of the list because it can be the most effective way of straightening your rebellious employees. If you’re the leader, lead so your employees will follow. Be responsible and accountable, so your employees will be responsible and accountable, too.
So, follow the rules — all of them. Particularly, what are your employees’ irresponsible habits that you want to curb? Identify those and then make sure you’re not an exception to those rules.
For example, you don’t like employees who show up to work late. The ideal solution, in this case, is simple: don’t be late.
2: Encourage Communication
You also need to open the lines of communication. While you think you couldn’t be any clearer with your policies, there may be employees who “just don’t get it”.
And since they don’t understand where you’re coming from, it’s a given that respecting such policies is the least of their concerns. If you won’t bother to provide them with an explanation, of course, they won’t bother with you, too.
Just think of it this way: if they are made aware that something is offensive, they’ll most likely drop it as soon as possible.
3: Use an ID System
This is a genius way of improving accountability because it provides a straightforward means of identifying the accountable party. After all, a reason why some people choose to avoid responsibility is the unlikelihood of getting caught.
Simply put, if you’re the employee who is being monitored, there’s a very high chance that you’ll monitor your behavior. Conversely, you couldn’t care less about your actions.
You may visit https://www.easyidcard.com/ to check out a promising offer. It can help you create identification cards for your employees.
4: Establish Consequences
Moving forward, you need to be assertive. If punishment is waiting at the other end, most troublemakers won’t bother crossing the line. So, that’s exactly what you should do: establish consequences.
While other people may argue, using fear to motivate your employees in bettering themselves is not counterproductive. It merely delivers the message that if they choose to commit a minor offense, something bad is coming.
Other than the fact that this improves your team’s accountability, it also emphasizes fairness. A fair leader who doesn’t enable others to walk all over him definitely sends out a positive message, right?
Supervising a team — involving troublemakers — is usually not easy. But neither is it impossible. Just remain goal-oriented and be steadfast in your approach.
All of your team members should understand that there’s no escaping reality. If they are at fault, they should bravely come forward and admit their wrongdoings.