Disobedient employees are a part of every workplace. Because disobedience is a behavior. And behaviors change with time and mood. One good employee today can be a difficult employee some other day.
So if you own a business or manage a team, you will meet disobedient employees one day.
When you meet disobedient employees, you have two options. Either you immediately kick them off and pay the price, or you master some techniques for managing disobedient employees.
As I had said earlier in the article, how to deal with difficult employees not working, kicking difficult employees off isn’t the solution. In my experience, you can handle any employee unless he has made up mind to escape due to personal reasons. Say he got a job somewhere else.
So your top priority should be to tackle every employee by taking wise steps.
Here is a three steps formula that always works to deal with disobedient employees. Any leading role like a manager or small business owner can use it before you take serious action against disobedient employees.
Sincerely talk to them
To put more emphasis on sincerity, let’s see why you should be sincere with disobedient employees too.
- Every employee or co-worker in your business or company contributes to business success. This disobedient employee must have done many great jobs. Or at least if you could manage the conflict, this can be an asset to the company. So instead of thinking about self-respect, you should see the bigger picture and forgive little issues.
- Companies and businesses invest a lot of money in employees. It’s never a wise decision to kick someone away. You are wasting your business money. So why not be sincere with a guy and guide him in making good decisions?
- We all are human, we understand the language of love and affection. If you dare to send some love to disobedient employees, they will feel ashamed and might regret being disrespectful or disobedient.
- As a manager, it’s your job to deal with difficult or disobedient employees.
Due to all such reasons, you should be sincere with all employees.
Once you are sincere with someone, you try to listen to him, understand his issues, and try to resolve or at least convince them. As we had discussed earlier, all this makes employees loyal.
Once you are clear that you should try to resolve the matter, you should call the disobedient employee privately in your office.
Treat him well like your child, and ask him nicely what’s the matter. Why he is not following your orders or doing his job appropriately?
In my experience, many times, it’s not what you think. You will find many tiny issues behind their disobedience.
Once you listen to them, they will speak their minds, and let you know what’s the matter. It’s also possible that they are facing domestic issues, and that’s why they are tired of their lifestyle.
There could be employees who are tired of your workplace and want to leave. They might not take all this seriously. Otherwise, every other employee will take this discussion seriously and think of it with a cool mind later.
Last time, when I was thinking about one of my employee’s bad attitudes, I thought I should ask him what was wrong with him.
I realized that it was his conflict with other co-workers. I promised him I would handle and resolve their issue to provide him with a friendly environment.
The truth is that employees think it’s managers’ and business owners’ duty to see what’s happening in the workplace, and provide them friendly environment.
But it doesn’t happen most of the time. A manager doesn’t know what’s happening under his nose.
Once you listen to such employees, you will realize that they have some opinions which are not being appreciated or some conflicts with your attitude or other co-workers.
Many managers never try to listen to their employees. That’s why they think of kicking difficult employees away instead of taking their responsibilities to handle the conflicts.
Managing disobedient employees becomes hard when you don’t do your duties well.
If you are doing your job well and becoming a true leader, others will soon realize that there is no option but to work.
Let’s say it’s your responsibility to cross-check if things are working fine on the projects. There should be a strict follow-up schedule.
If you don’t do it, your team will take things easy.
Let’s try to understand it with human psychology.
Procrastination is a part fo human life. Everyone procrastinates. So if you had offered someone a task, and you are not inquiring about it, or you don’t follow up, employees will take this work less seriously.
And it will be due to human nature, not due to disobedience.
So if you want your team to take every order seriously, here is what you should do.
When you assign some work to disobedient employees, you should set a strict follow-up schedule. Employees will realize that you are serious about work, and you won’t leave them until they do it.
In my experience, if you follow up, you won’t require to do anything else. This is my favorite technique to make things happen.
Quite a few times, employees take things for granted. Here is the last step to make them realize it’s not easy to disobey you.
Set an inquiry for disobedience
If you have done everything but the employee didn’t respond well. Then the last step that always works is to set an inquiry for disobedience.
Your inquiry should be 100% accurate, and you should ask employees to provide you with a written explanation of disobedience.
In this way, you are collecting proof of disobedience. And in case, the employee doesn’t follow your instructions in the future or doesn’t take the job seriously, you can use 3 inquiries as valid proof to take some strict actions (according to the rules).
But with an inquiry many things get clear. And many other difficult employees will change their minds.
So this was the 3 step formula that I use for managing employees.
I have noticed that if you give them respect, listen to their issues, and collect some solid proof against them for their negligence, it can set every employee.
You won’t require to become rude or take serious actions.
At last, let me ask a question if you are a manager, how do you deal with disobedient employees? Do you follow the same formula we discussed here or there is something else that works pretty fine for you?