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Have you hired employees that produce good individual results statistically, but their attitude is so bad that all the good accomplished is not worth the negative influence they have on the rest of the team? Do you hope they will just go away because it is obvious that they are unhappy? Have you spent hours trying to coach and counsel them to later find out that all they got out of the situation was attention; which is exactly what they wanted?

STOP thinking the situation will get better, because it won't. Some employees use the workplace as a way to get the attention they do not receive in any other venue. They are disruptive to the team process and they cause high performers to leave. However, they will be the first ones to remind you that you cannot terminate them because they "Do their job." Remember, fifty percent of any job is attitude. When you go into a department store, what do you prefer: a salesperson who is friendly and helpful, or one that has a negative attitude and gives you the impression that you are bothering them? Both of them may show you the merchandise, charge you the right price and package your purchase appropriately. However, the salesperson who makes the shopping experience fun and exciting is the one that you will seek out again when you go back to that store. The salesperson who is friendly, flexible and goes beyond the basics by suggesting alternatives is the one who makes the experience more satisfying.

There are steps you can take to effectively deal with these types of employees. Building a job description that defines a positive attitude as an essential component of the job is a good beginning.

If you want the flexibility to ask unhappy, disruptive people on your team to leave, you must add key competencies for the job that address attitudes, such as the following:

• The ability to work well in a team environment is essential. This includes placing the overall needs of the professional team above personal preferences to accomplish work objectives.
• Professional behavior is required at all times. This includes a consistently positive and helpful attitude and tone of voice toward customers and co-workers.
• The ability to handle stressful situations in a non-confrontational, problem-solving manner is required.
• Effective communication and listening skills are necessary.
• The ability to work with difficult people and handle conflict constructively is essential.

If you have properly laid the groundwork in your job description and have tried to open an honest line of communication, then you have the justification to pursue consequences. If they refuse to improve their behavior and meet the behavioral requirements outlined in the job description, and you have good documentation proving they failed to meet all the expectations of the job, it is time to ask them to leave. There is no room for petulant, argumentative employees who cause chaos in the workplace, destroy morale and hamper productivity. You do not have to sit idle while they destroy the team's morale. You can take action.

Contact NAS today to learn more.

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