Case Study †Problem Employee

We often hear ab out the employers that dont treat employees well but you k presently, it sometimes works the other authority as well. I had a call from a gentleman who was at his wits end as to what he could do with an employee that he has had on his payroll now for 5 years. This employee is running the entire show Hes a bully and the employer is to the point that he is solveually appalled of him non in a physical sense but in the sense that hes afraid to stand up to him because oh no heaven forbid he may quitThe employer has completely lost control of this fellow because he never had the courage to set all boundaries or expectations from the start and his leadership has been extremely inconsistent. So, how did this happen, you may ask? The context The business owner has a small eating place. He and his wife and brother-in-law clear the restaurant about 7 years ago.The business started to call down and he brought in the employee in question to help them out. At first, the employee was really unsloped and the owner gave him more and more responsibilities, to the point that he felt clean comfortable in leaving him to open up on subprogram and actually attention with the business decisions, etc. The business continued to grow and he hired a few more people, mostly part time, to work during lunch and dinner times.After a few more employees were hired, the original employee (well call him Joe), started to exhibit some less than desirable behaviours by coming in late opening the doors and then within 15 minutes, he would go out back to have a peck break (virtually leaving the business open without anyone inside, which the owner found out by coming in a couple of mornings well(p) later on Joe and finding the place empty) talking on his cell phone right in front of customers (putting the customers on ignore while he chatted external on the phone) and when the owner tried to speak with him, Joe just held his hand up right in the owners face shu tting him down.On occasion, when Joe decided hed made enough tips for the night he would just leave an hour sometimes two hours before his gaolbreak actually ended To heck with the schedule hed had enough in like manner badso sad. Oh and he didnt like the owners wife so he told the owner to keep her out of the restaurant and he did It has now gotten to the point (according to the employer) that Joe comes and goes as he pleases and in item, he has told the employer that he cant do anything about it because hed have to pay him to terminate him.The employer, unfortunately, does non know his rights in this shift and he has let it go on for so large now that he is getting treated this way by all of his employees. The practice has been set The saddest part of all is that the employee tells the employer what he will and will non do and the employer has no one else that can step into this fellows shoes because everyone else is part time and does not have the same train of res taurant business experience. At least, thats what the owner believes at this time.So how did we go about finding a solution to this problem when up to this point in time nothing was documented?Case concur away Problem Employee Part 2 Published November 1, 2010 The first thing we recommended to this employer was to take a good look at his current employees and consider which ones he could give more training and climbment to so that if this problem employee did base on balls out he could still manage his business.We also advised him that allowing others to snap off their skills would not only increase his ability to provide a reform quality business for his customers, it would also provide cultivation opportunities for his employees that would encourage them to stay. The adjoining thing we did for this employer was to give him information around the basic employment standards act that he needed. He was allowing an employee to tell him what was required by law, and in fact mo st of what he was being told was inaccurate.Ignorance is definitely not bliss for a business owner who employs others. We gave him fact sheets with the main areas that he should make himself well-known(prenominal) with so that it was easy to understand and didnt have a volume of unfamiliar language to interpret. The next thing we recommended is that he considers doing is allowing us to develop an employee vade mecum and some basic policies that would help him in communicating to his employees contemptible forward.We recommended that he have a staff meeting prior to the gimmick of the handbook to allow the employees to have some input or suggestions. We offered to provide support at the staff meeting if he wished but certainly this is something that he could do on his own as well. We offered to present the handbook to the employees with him so that we could respond to any questions and he didnt have to step concerned about how to respond (particularly because he believes the pr oblem employee is going to altercate the implementation of a handbook and policies).We next suggested that he implement a performance management system that aligned with the handbook and policies and we will assist him through coaching sessions as to how he can manage the process. sequence this is a lot of work for him and it will not be an long solution he has unfortunately allowed his employee to gain control of his business and not in a good way. Due to the fact that he has not managed the whole relationship well and it has deteriorated to this stage, it will be a long process to repair the damage.The good thing is that he did seek help and he will learn how to retain employees through the provision of learning opportunities he will have some standards of operation and behavioural expectations and he will have a performance management system to date a more fair and just working environment. Last, but not least we are also going to provide some enculturation coaching sessions so he can develop a wholesome and healthy workplace that fits within his mission and values. As this project is not yet complete, we will report back on occasion to let you know how we move through the recommended processes.