Most people will have a story of a difficult co-worker or employee they have had to work with. In some cases, it may be hard to pinpoint the behaviour as the employee may perform their role well.
It’s essential for employers to identify the underlying causes of poor attitudes in their workforce and take steps to address them, as this can negatively impact the entire workforce and the overall success of the organisation, leading to staff turnover, decreased productivity, and a loss of customers to competitors.
Poor behaviour could be the result of personal issues such as health, family or financial issues, the employee may feel burnt out, unsupported, or unengaged, there may be a lack of recognition and reward, or the employee may just not be a cultural fit for the organisation. Regardless of the causes of poor behaviour, it is a good idea for concerns to be addressed as soon as possible.
Here are some points on how to address poor attitudes in the workplace:
Identify the behaviour – Before the issue can be addressed, it may be best for the organisation to first identify the specific behaviours that are causing the concern. This can be done through talking to direct supervisors, team members and any employees directly affected by the behaviour, observing the employee’s behaviour, and monitoring attendance and punctuality.
Set clear expectations – After the concerns have been identified, the next step may be to meet with the employee to discuss concerns and set expectations. Hold the discussion in a quiet, private space. Tell your employee why you are meeting and explain the specific issues (as per your notes). Ensure the tone of the discussion is supportive and the agenda of the meeting is about setting your expectations and implementing a solution to the issues and concerns. Ensure you provide the employee with the opportunity to comment and listen to the employee’s point of view.
It may be beneficial to provide the employees with a copy of company policies and procedures around the code of conduct and appropriate workplace behaviour.
It’s important to approach the situation with empathy and a focus on constructive solutions, as sometimes, employees may be facing personal or work-related challenges that are affecting their attitude. Open communication, feedback, and support are key to addressing and improving employee attitudes in the workplace.
It is important to note that every employee can have a bad day from time to time and occasional disagreements and difference of opinion is expected within a team. The difference is when employees are repeatedly displaying this behaviour and a pattern of poor behaviour exists.
Create a plan – The discussion should result in an action plan that sets out the standard of behaviour. The action plan should be monitored (over a period of time), fair, achievable and should be agreed to in writing.
Document and Monitor – It is important to keep a record of any discussions, feedback, and action plans to ensure a fair, consistent and supportive approach to managing employee behaviours.
Offer Training and Development – An employee’s poor behaviour may be due to a lack of skills or knowledge to be able to effectively perform their role which can cause frustration and unproductivity. Offering training and development opportunities could improve confidence and attitude to work. It may also be appropriate to re-train employees on appropriate workplace behaviour and ensure all employees are familiarised with company policy and procedure and where to find them.
If you see an improvement in the employee’s behaviour that meets the standard expected, the action plan and monitoring can be removed. If the poor behaviour continues seek further advice from a Gold Coast HR consultant like Industryus HR regarding your options.
If you would like more information on how to address poor attitudes in the workplace or to discuss a specific issue contact us on 07 5655 4047.
Our Gold Coast HR Consultant team works with established small and medium-sized businesses throughout major cities and regional areas.
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