Ways Of Dealing With Difficult Employees Discussion Response Help The leopard cannot change its spots the same way an individual cannot be able to change t

Ways Of Dealing With Difficult Employees Discussion Response Help The leopard cannot change its spots the same way an individual cannot be able to change their own nature. The leopard is more of a metaphor in an organization setting. There are people who cannot change their behavior in an organization. For example in my workplace, I do have a colleague who has graduated with a Ph.D. but very lazy at his work. He has potential and ability but his laziness has made him be demoted from a senior position. There are several steps in the workplace for which discipline procedures seek to be redemptive. The first step that managers do take is to review the file of an employee to be able to know past performance records hence getting a better understanding of the past performance and behavior that they do portray. Next, they do prepare on how to approach the employee for a discussion as well as hold a meeting with the employee. The management then goes ahead and state the objectives that they need to be focused and noted by the employee and what they need to change. The management also warns on the behavior and insist on better performance as well as ask for input. Lastly, they schedule a follow up to monitor if the employee is strictly adhering to what was said in the meeting. There are certain procedures that I do think will be effective in changing negative behavior in the workplace. One is giving clear behavioral feedback which needs to be documented for future reference (Andersen, 2013). One should also set consequences if the employee does not change their behavior and lastly becoming consistent with the policies of the company which needs to be followed strictly. This will be able to ensure that the employee changes their negative behavior (Andersen, 2013).

Andersen, E. (2013, November 21). 9 Ways To Deal With Difficult Employees. Retrieved from Forbes: https://www.forbes.com/sites/erikaandersen/2013/11…

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