Employees have the attitude not good? This is how to handle the professional you need to know

In the context of business constantly re-structure to optimize performance, work attitude of employees has become a factor that cannot be ignored. A qualified personnel expertise good but the lack of responsibility, or repeatedly expressing a lack of cooperation, can slow the progress of general, affect morale and corporate culture.

So, handle staff have the attitude not good, not only is the “preserve discipline,” which is long-term strategy to protect the stability, performance enhancing and maintaining organizational culture healthy. This is the time when businesses need to actively interfere with the clear, transparent consistency. The same Lac Viet SureHCS find out details in this article.

1. Attitude is not good expressed through what behavior?

In fact, an employee can manifest attitude is not good through many different behaviors, such as:

• Often complained, refused to cooperate with colleagues or management.
• Negative influence to the spirit of the group through words, behavior, or stagnation in the work.
• Proved not respect the internal rules to be late, do the deal, opposition underground.

The identification of early manifestations of staff have the attitude not good help managers active in the intervention adjusted in order to avoid the negative spread. Here are some common signs that your business needs note:

• Often complains, spread negative sentiment: These employees frequently expressed discontent with work colleagues or management openly or hidden underground. They turn the conversation into an opportunity to sow frustration, affect the mental work of the whole group.
• Negative reactions to feedback: When is feedback or performance reviews, they often defense, uncontested or blaming circumstances instead of listening to improve. This attitude makes the process of capacity development stalled create psychological obstacles feedback in the organization.
• Teen regulatory compliance, discipline loose: They have a tendency to be late, absent notice, submit work late and often resorted personal reason to justification. Repeating this behavior despite being reminded is a clear warning about the lack of commitment.
• The barrier is in team collaboration: Instead of supporting colleagues, they keep the attitude of indifference or even for early in the meeting, common projects hinders the coordination reduces the performance of the team.

The identification of proper and timely signs this is the first step for the organization, business processing staff have the attitude not a good effective way of civilization.

2. Implications if not handled staff have the attitude not good, timely

The delay or awkwardness in handling the personnel carrying negative attitude not only internal problems that could cause the results of extensive, directly affect business performance and business image.

• Impact chains to colleagues around

Negative attitudes are often a strong. A regular employee complained against will cause the other fellow became lost motivation, skeptical about the direction of the organization, no longer believes in fairness internal.

Real life situation: At a technology company in Vietnam, procrastination handle an employee attitudes have real cooperation has made 3 valued member in the group filing the holiday within just 2 months, so don't feel protected.

• Cause discredited leader, disorders of the internal culture

When employees negative is not dealt with, the message transmitted in the set is: “Just do wrong well alright”. This makes leaders lose points in the eye can create skepticism about the transparency and objectivity of the organization.

• Increase the rate of voluntary leave in hr team good

The hr-positive, has the capacity will gradually lose the trust and choose to leave when the work environment is no longer actively or lack of a mechanism to protect them from negative influences. The replacement cost for each personnel level medium/ high current can fold 1.5 – 2 times a year salary of that position, according to research by SHRM (American, 2022).

• Decline in overall performance, financial losses

The organization has staff ratio negative high common condition performance drop, effective investment in training does not bring results, at the same time incur additional costs for hiring new and adjusted corporate culture after the internal crisis.

In summary, handle staff have the attitude is not good, not merely as a management action, that is strategic risk prevention for business. Business as delay, loss, the greater not only about people but also about belief prestigious institutions on the labor market.

3. The processing steps employees have the attitude not good in an efficient way

Personnel management't just stop at the performance reviews, but also to efficiently handle the cases have work attitude is not positive. Here are 4 steps can help managers solve this situation in a fair way, convinced minimize the risks.

3.1. Re-evaluate root causes

Before giving treatment measures, managers need to spend time to find out why employees have the attitude not good. This helps avoid the judgment hurry ensure handle right person for the right problem.

Some common causes:

• The work environment of stress, lack of transparency about the role or process
• Conflict with colleagues, feeling abandoned or treated unfairly
• Personal pressures outside of work such as family, health, financial
• How to manage lack of communication, command rather than lead

Illustrative example: A regular employee irritability, answered curtly with management. After the exchange, the manager discovered this personnel are in financial trouble and have to do more overtime, lead to exhaustion. In this case, instead of disciplined management, can support re-assign work more suitable.

Suggestion tool: applies technical “5 Why” to search for the root cause, or organization the 1:1 chat to employee share candidly about the things that are causing them to lose motivation.

3.2. Suggestions 1:1 the right way

Communicate frankly is the key in the adjustment process behavior. However, the suggestions should also have a strategy to not make staff feel attacked personally.

Principle suggestions efficiency:

• Feedback as close to the time of occurrence of behavior as possible
• Focus on specific behaviors, non-judgmental personality
• Use neutral language, give clear examples
• Given clear expectations about the attitudes that fit business guide to

For example, should avoid: “You're always negative”.

How to say should be used: “In the meeting this morning, when I snapped the other 2 times and opposed the idea that no explained reason, this makes difficult group to achieve unity. I expect in the next meeting, I will listen to more feedback more specific.”

3.3. Set up plans to improve clarity

After the unification of the problem, need to build a plan to improve specific. This helps both parties the same track progress avoid the dispute.

Improvement plan should include:

• Specific objectives (e.g., reduce the number of absences notice at 0 in 30 days)
• Evaluation criteria (KPI behavior): cooperative attitude, positive feedback during the group meeting time email responses...
• Challenging time reasonable (usually from 1 – 3 months)
• The supervisor noted progress (team leader or HR)

Note: Need to exchange agreement with employees about these indicators to create a sense of fair play, not imposed.

3.4. Noted progressive processing according to the schedule

Not employees also can change now. However, if there is effort, managers need to recognize timely mobilization will help them believe in the possibility of improvement of themselves.

If after the time commitment, the attitude does not change, or becomes worse, the enterprise need to apply the processing steps clear according to the internal regulations:

• Writing prompts
• Warning official
• Rotated to another location more suitable
• Termination of the contract (if the level of influence serious)

When construction is handling process clear, consistent, business not only minimize internal conflict that also reinforces cultural fair, transparent. At the same time, other employees also feel more secure when seen holding the handle problems in a systematic manner, no feeling.

4. The important note when handling employees have the attitude not good

Although there was clear process, the processing staff have the attitude not good, is still a sensitive process, requiring the careful to avoid the consequences, legal and negatively affect the work environment. Below are some guidelines to remember:

4.1. Always recorded in writing

All exchange related to feedback, reminders or handling of violations should be recorded in writing or email to confirm two-dimensional. Not only will this transparent process processing, but also as legal evidence important in the event of a labor dispute later.

For example, After the suggestions, personal, management can send a summary email content exchange, the expectations and term improvement for staff to confirm.

4.2. Ensure fairness avoid bias or prejudice

One of the factors that personnel handling negative becomes difficult is when managers act according to the sense. Business needs unified set of criteria for evaluating behavior, to avoid personal point of view affects the decision making process.

At the same time, should compare the situation with the same circumstances internally to ensure consistency. This helps to maintain the confidence of the entire team on fairness and transparency in organizational culture.

4.3. Coordinate with the hr department and legal

All processing steps, particularly in relation to official statements, or to terminate the contract, there should be coordination with hr and the Legal department (if any). This ensures that every action to comply with the provisions of laws, rules existing business.

For businesses looking to understand the process handle employee opposition leaders or personnel do not comply with the rules, the more this need to be standardized to limit the risk of litigation or affect the business image in the recruitment market.

5. Solutions to support business process and prevent employees have the attitude not good

To handle and control staff, negative, modern businesses not only rely on the sense of management that need to have the tools support transparency, objectivity and ease of deployment. Below is the typical solutions to help businesses be more active in assessing attitude adjustments employees:

• Using the software performance reviews and 360 degree feedback: 360 degree feedback is a method of collecting opinions from multiple perspectives: colleagues, superiors, subordinates, self-assessment. When integrated into the software, the business can easily track the progress of improving the attitude, the behavior of the personnel, while reducing the risk of bias from the management directly.
• Build the rating criteria attitude transparency: nothing makes employees uncomfortable by being “labeled” negative which for unknown reasons. Therefore, enterprises should build the criteria attitude clearly include the behavior expectations and no expectations to all employees to understand the general standard. The criteria should be attached to the core values of the business such as: spirit of cooperation, active learning, respect for colleagues, committed to the goal.

In summary, the processing staff have the attitude not good, is not just a matter of discipline but also the strategy to protect the corporate culture, maintaining work performance, strengthens the spirit team. Businesses need to approach this issue in a basically transparent combination of clearly defined procedures, skills, situational management and recording system, effective feedback. If properly handled, this is not just an opportunity to regulate individual behavior but also a stepping stone to building a work environment that is positive, fair, more professional.