Dealing With Bad Attitudes

Dealing With Bad Attitudes

We all have bad days. But, as a leading staffing agency, Peoplelink knows a prolonged negative attitude can have some serious ramifications for the workplace. Here are steps you can take to make sure bad attitudes don’t become contagious:

Find the source.

What’s the reason for the employee’s bad attitude? If, for instance, promises were made and broken to an employee, then they have a right to be upset. If that’s the case, then focus your efforts on correcting the problem.

However, for most people with bad attitudes, it comes down to a issues with authority or taking direction from management. If you’re dealing with a negative attitude that results from these types of reasons, then you need to take action – and confront the issue directly.

Identify the bad behaviors and talk with the employee.

Keep an eye out for and start documenting the behavior in question, such as:

  • Constantly complaining or finding fault
  • Exaggerating the mistakes others make
  • Spreading gossip and starting rumors
  • Talking behind the backs of others
  • Undermining authority

When you do confront the employee, you’re going to want to be as specific as possible with your grievances. For instance, rather than just talking in general terms about the bad behavior, state that “gossiping about a client is an absolute no-no.”

Also, when you do talk to the employee, do so in a private setting. Calmly explain that the employee’s behavior is worrisome because it’s negatively impacting the team and productivity.

Once you’ve aired your issues, stop talking and listen to what the employee has to say. If they’re not responding with the facts you’ve collected, then set the record straight.

Take action if there’s no change.

If you need to hang onto the employee, then make sure to limit their interactions with customers. However, if they continue to impact morale, then consider termination. No company can afford the ongoing effects of an employee’s bad behavior.

Before you take that drastic step, though, be sure you’ve documented the outbursts, tantrums, and unwanted behaviors. Once you do fire them, don’t tell everyone why. Simply explain they’ve moved on and it’s time for the company to do the same.

And if you need help filling an empty seat, call Peoplelink. As a leading staffing agency with over 25 years of experience, we have the connections and proven methodologies in place to help you find and hire the talent you need.

Contact us today to learn more.

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