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Does anyone have a good formula to manage difficult staff? ?
I would like to appreciate my staff but I feel tired nowadays doing so because they tend to go overboard. When you appreciate them in order to encourage them, by giving /treating them meals and gifts, they start to make it an obligation for the company to do so OFTEN because they feel that they (the staff) are 'important' assets and that the company needs to 'thank' them, and by saying this, my staff wants to be 'thanked' almost all the time. I feel that it is getting way out of hand. I really do not know what to do. My policy is to train people to be a better person for their own good and for the better of their families (cause most of the people I hire are from difficult backgrounds). At our company we make it a point that our staff become people that can contribute to the good of the society. But perhaps somewhere along the way I managed wrongly(so what should I be doing??!!) and instead I turned them into greedy people(greed for unnecessary benefits,greed for material and monetary gifts,etc etc) that think they are too smart for themselves. I am so disappointed. Will someone please tell me what should I do to handle the staff of a small retail business.
=) It is really good to read what you guys have written so far. It is so encouraging.
My business is privately owned. Actually besides monetary, I do praise my employees. But I think the 'employee of themonth' reward may make it a more participative and interesting environment. Actually, I think you are right in saying we cannot try to be friends with our employees. There needs to be some lines drawn. Just the past week one of my employees became really ill to the extent the employee cannot eat and drink and was ignored totally by her family members when she nearly passed out. Looking at her condition, I decided to take her to the doctor, at which she got better. When she got better, I did not think of even getting a thank you, but reality hit me when I overheard her telling another employee this..."she had to send me to the doctor anyway, cause if she didnt she'd be one man down, and she sent me to the doctor because my wages were running anyway" ..i wonder what they r thinkin??
2 Answers
- 1 decade agoFavorite Answer
You didn't say whether this was a major retail store or privately owned. I am going to assume the latter. You need to set up some guidelines with yourself. There is nothing wrong with an incentive program for employees. The ultimate goal is for the company to do well and the employees will reap the benefits as well. Outside of receiving a paycheck the business does not owe anything to the employees outside of being treated with respect and dignity. I would say once you have decided with yourself what the store can give away as incentives stick to it. If the employees are not content with that it may be time to part ways. I think a lot of employers try to be friends with their staff. They build a friendship that turns into the employer feeling uncomfortable in his/her own establishment. You need to take charge. I am not saying to be rude, but be firm. Let the staff know what you expect of them. You also need to stress that this is not a volunteer situation. They are getting paid to be there. Incentives are perks, but not a necessity. The staff is very important, but in no way does their employment there allow them the run of the business. You have to take charge in a confident, polite, firm and no nonsense kind of way. Set up a program for the employees, (inclusive of expectations, incentives, behavior, etc.), hold a meeting, and then live up to every thing you say. Don't waiver. If they do not want to abide by what you are saying then they don't want a job with your company.
PS- You don't always have to reward your staff with money. Once you start something it is, sometimes, hard to stop. You should reward them with praise, maybe do an Employee of the Month type thing, end of the year or Christmas bonus, maybe if they sale so much then they get a little extra that month, have contest to see who can come up with creative sales or even reward them with more responsibility/promotions. Monetary appreciation is not the only way to go.Every thing they do should be in regards to help the business, which in return will help them. It is a give and take type situation. Again it is not too late to reclaim your business. Your staff should be appreciative of a stable job, a good working environment and a steady paycheck (and hopefully some insurance).
- ezzzaLv 41 decade ago
Unfortunately most managers focus all their efforts in trying to get rid of the problem rather than taking a step back and planning a strategy to give the staff a chance to become an asset to the business/department.
In order to deal with a problem employee it is important to be able to pinpoint where the true problem lies. The good news is that managers only need to focus on three areas to find the answer.
As a manager, if you follow these three areas in order, you will find where you will need to focus your efforts to turn your problem employee into a productive member of your team.
