Small business problem; problem employees

As any small business owner with employees has learned, finding good employees can be one of the biggest challenges. In small retail businesses, turnover and reliability are big concerns while in other business types, dedication and personalities cause problems.

The net effects of employee problems in a small business are significant; decreased morale, lost sales, lost customers and strained relations with vendors. Employees who have difficult or abrasive personalities can single-handedly ruin the work environment for other employees, tick off existing customers, prospective customers and vendors and hurt profits. How does a small business owner confront problems with a difficult employee?

Preparation goes a long way towards dealing with difficult employees as well as a number of other challenges. Make certain you have a record of every incident where the employee triggered resentment in dealings with another employee, customer or vendor. The disruptive employee needs to be made aware of his or her behavior and the impact on others in their work environment. The employee should confirm that they understand the consequences of their behavior.

At this point, the small business owner or the employee’s manager should coach the problem employee, showing them a more appropriate set of behaviors. As the employee improves, feedback from the owner or manager can help reinforce the employees improved behavior. The pattern of behavior and the corrective steps should be well-documented.

Some problem employees may fail to recognize their disruption and may not be willing to buy into a corrective proposal. Termination should be an option when all else fails.

What your employees want

For the employees who are not a problem but who are not hitting on all cylinders either, there are methods to motivate those employees. Employees like recognition, especially when that recognition celebrates their good work and achievements. Recognition is even more important than money. Let me say that again, recognition is even more important than money. The motivation that a bonus produces is short-lived compared to recognition.

Dr. David Javitch, Entrepreneur Magazine’s Employee Management columnist offers small business owners 10 suggestions for motivating employees. Make a point of praising employees for a job well done or even partially well done. Involve employees, who seem bored, in discussions of job satisfaction and career path promotions based on attaining goals. Make clear your expectations for task accomplishment. Make certain that the employee’s job description includes a variety of tasks.

Javitch continues, ensure that the employee can see that what he or she is doing impacts the whole process. Make certain that the employee realizes that their function and contribution is meaningful. Provide regular feedback, regardless of whether or not that feedback is negative or positive. Provide employees with a certain amount of autonomy based on your experience with their previous accomplishments. Increase the employees’ responsibilities and provide the employee with ‘adequate opportunity to succeed.’

You will notice that Dr. Javitch never mentioned bonuses or spot awards. He clearly differentiates the short-term benefits of a bonus versus the long-term motivation of appreciation.