No matter how thoroughly you screen candidates before hiring, every manager or owner will eventually have to deal with an employee who doesn’t get along with the program. Sometimes the problems are not fixable, or the employee refuses, and the employee must be fired. There are some things you can do to help your staff member with problems to change his or her behavior before you resort to terminating him/her.
Re-Station
Your first step should be to change the position of your problem staff member. It is essential to address the issues that are preventing the employee from fulfilling their job.
You can decrease the chances of them causing a conflict with customers by moving them to another position or back to the kitchen. This will give you time to resolve the issue with the employee. You are setting them up for failure if they remain in customer service.
Discuss Your Needs
Talk to your troubled employee. Talk one-on-one with your troubled employee, away from customers or other employees. Public corrections will only make matters worse for the problem worker, who is likely already to be defensive. Although available correction is a good option, it’s not necessary for this instance.
Talk to the employee who is causing the problem. Discuss his or her concerns and what he or she believes is necessary for the job. If the employee is responding incorrectly to a legitimate concern, then address the issue and discuss possible solutions. You may make the position permanent if the concern raised by the employee is not valid or rectifiable. You may have to terminate the employee if this is not possible.
Be consistent
You can address the incompatible behaviors with business operations and maintain a healthy work environment if it appears that the employee could be moved to a different position. You should identify problem behaviors and communicate them clearly to the employee. This will ensure that they are aware of what is causing them problems. Discuss ways the employee can change those behaviors. Also, express your concerns in a constructive way.
It is essential to keep an eye on the employee who has been exhibiting problem behavior after the issue has been resolved. Be consistent in correcting problem behavior when it occurs. You should be firm but respectful when correcting employees. Terminating employment is possible if the employee refuses to change their problem behavior.
