WEBVTT 1 00:00:04.519 --> 00:00:09.480 Helping leaders motivate their people to a higher level of performance through strong human relations, 2 00:00:09.640 --> 00:00:13.759 team building, and goal of giving. This is the seven Minute Leadership 3 00:00:13.800 --> 00:00:23.039 Podcast with your host Paul fella Aldo. Hello everyone, and welcome to the 4 00:00:23.239 --> 00:00:28.879 seven Minute Leadership Podcast. It's episode one fifty five and today I want to 5 00:00:28.960 --> 00:00:34.880 talk about the energy taking employees that we all have. You know who they 6 00:00:34.960 --> 00:00:39.159 are. We all have that one employee that every day something is a new 7 00:00:39.240 --> 00:00:43.359 crisis for them. They come to you twenty times a day for things that 8 00:00:43.399 --> 00:00:47.640 are really not that important, you know what I'm talking about. So, 9 00:00:47.880 --> 00:00:53.799 employees who consistently take up a lot of their manager's energy and time can be 10 00:00:54.000 --> 00:00:59.759 challenging to deal with. And there are a variety of reasons why an employee 11 00:00:59.799 --> 00:01:04.760 may require more attention and energy from their manager. So here is my list 12 00:01:04.799 --> 00:01:11.439 that may help you understand this behavior and better navigate this type of employee when 13 00:01:11.519 --> 00:01:17.000 dealing with them. So the first list is, let's dive into understanding the 14 00:01:17.120 --> 00:01:23.159 behavior and why these types of employees may be the ones you focus eighty percent 15 00:01:23.280 --> 00:01:27.079 of your time and your own energy on. So number one would be lack 16 00:01:27.120 --> 00:01:34.280 of competence or skill. If an employee is struggling to perform their job duties. 17 00:01:34.879 --> 00:01:38.480 It can be frustrating for both the employee and their manager. The manager 18 00:01:38.560 --> 00:01:45.120 may need to spend more time providing training and coaching to help the employee improve. 19 00:01:45.760 --> 00:01:52.079 Number two is poor attitude or behavior, So employees who exhibit poor behavior 20 00:01:52.519 --> 00:01:57.599 or a negative attitude can just be draining to work with, and again, 21 00:01:57.959 --> 00:02:02.480 managers may need to spend time address the employee's behavior in finding ways to improve 22 00:02:02.599 --> 00:02:07.199 their attitude. Number three, and this one's big and often overlooked, and 23 00:02:07.319 --> 00:02:15.639 that's personal issues. So sometimes an employee's personal life can impact their work performance 24 00:02:15.039 --> 00:02:21.719 and require additional support from their manager. This can include dealing with health issues, 25 00:02:21.879 --> 00:02:27.759 family problems, or even other personal challenges. And the last one for 26 00:02:27.840 --> 00:02:34.360 the behavior list is communication issues. So if an employee struggles with communication, 27 00:02:34.599 --> 00:02:38.520 it can be time consuming for their manager to ensure that they understand what the 28 00:02:38.599 --> 00:02:45.400 proper lines of communication are in the workplace, and chances are there are probably 29 00:02:45.439 --> 00:02:50.960 a few other people in line that they should be communicating with instead of always 30 00:02:51.000 --> 00:02:57.080 coming directly to you. So now that we better understand the behavior behind the 31 00:02:57.199 --> 00:03:02.240 energy draining, what can we do better for these individuals? So number one 32 00:03:02.240 --> 00:03:08.759 would be communicate clearly. It's important to have clear and open communication with problem 33 00:03:08.840 --> 00:03:14.639 employees. You have to be specific about the issues that you're seeing in what 34 00:03:14.759 --> 00:03:17.919 changes you would like to see. Listen to their perspective as well, and 35 00:03:19.080 --> 00:03:24.400 try to find the common ground. Number two is set expectations, So make 36 00:03:24.479 --> 00:03:30.039 sure that problem employees understand what is expected of them in terms of performance, 37 00:03:30.680 --> 00:03:38.439 behavior, and attitude. You have to be very clear about the consequences if 38 00:03:38.479 --> 00:03:44.120 the expectations are not met. Number three is provide feedback, and this one's 39 00:03:44.159 --> 00:03:50.159 a big deal. Regular feedback can help problem employees understand how they can improve 40 00:03:50.759 --> 00:03:57.439 in what they are doing well. Be specific and offer constructive criticism. Number 41 00:03:57.439 --> 00:04:02.400 four offers support. Sometimes employees may be struggling due to personal issues or lack 42 00:04:02.479 --> 00:04:09.759 of training. Offer support and resources to help them improve and succeed. Number 43 00:04:09.800 --> 00:04:15.439 five, This one's gigantic, and that's document the issues. You have to 44 00:04:15.520 --> 00:04:19.519 keep a record of any issues or incidents with problem employees because this will help 45 00:04:19.560 --> 00:04:27.079 you have specific examples to refer to when discussing the issues with the employee or 46 00:04:27.399 --> 00:04:32.639 human resources. Number six is always important follow your company policies. Be sure 47 00:04:32.639 --> 00:04:40.360 to follow your company policies and procedures when dealing with problem employees because this can 48 00:04:40.399 --> 00:04:46.879 help ensure consistency and fairness. And the last one is seek help. If 49 00:04:46.879 --> 00:04:53.399 you're having trouble dealing with a problem employee, seek help from HR or even 50 00:04:53.480 --> 00:05:00.759 your supervisor. They may be able to offer additional guidance and support. So 51 00:05:00.079 --> 00:05:06.720 dealing with employees who take up a lot of energy requires patience, empathy, 52 00:05:06.759 --> 00:05:13.800 and good communication skills. It's important for managers to identify the root cause of 53 00:05:13.839 --> 00:05:18.199 the issue and work with the employee to find a solution that works for everyone, 54 00:05:18.600 --> 00:05:25.959 and this could involve additional training, coaching, or support from HR or 55 00:05:26.000 --> 00:05:32.439 other resources within the company. This has been the seven Minute Leadership Podcast and 56 00:05:32.560 --> 00:05:38.759 I thank you for listening. For more Paul Fellovaledo podcasts, visit Paul Fellovalito 57 00:05:38.920 --> 00:05:39.519 dot com.