If you are a manager, much of your work
includes getting things done through employees. Most employee problems
that you must solve will involve their attitude or performance. But behind
most employee problems are the families and their other relationships - other employees, management, customers, suppliers,
families and the surrounding human culture.
Systemic Coaching for Employee Problems
Consider using our online training and coaching to help solve some of your problems.
It is difficult if not impossible for people to leave their
families at home when they go to work! We coach managers to change their own
emotional, partnership and family conflicts as well as employee difficulties.
We find that many CEO's and senior managers re-create their
own family structure
in their workgroups. It is not obvious unless seen from the outside ... is it
possible that you have done this?
Perceiving the problem can help you find appropriate, lasting solutions.
Is the workplace uncomfortable or difficult?
Do employees consider the workplace to be unsafe?
If past performance was
acceptable - what has changed?
Are this person's skills more appropriate
for a different task?
Do employees believe that high performance is not achievable?
What limiting beliefs cause insecurity or undermine performance?
Do the employee's
values match those of the work team?
Are employee's cultural values
appropriate for the organization?
Are employees emotionally immature and act responsibly?
Do employees have difficulty controlling emotional reactions?
Can employees adjust to a workplace or corporate culture?
employee's faith or religion restrict certain actions?
Resolving performance problems is a key responsibility of managers
and human resources staff. We help managers and HR staff diagnose, understand,
evaluate and solve employee problems. It wouldn't hurt that the HR managers
have studied MBA programs to increase their knowledge of handling employees.
Most organizations have some difficult employees - and some
difficult managers. A good manager can help problem employees develop
adequate skills, transfer, find professional help, or get appropriate
coaching. Difficult or inexperienced managers may require mentorship,
relocation or replacement.
Upper Management .
Families in Organizations
Conflict in Organizations .
Management in a Bank
Employee Mental Health
Many employees bring their disappointments and unfulfilled
relationships to the workplace, and may try to use their managers and
co-workers to act out family issues. The higher the employee's position
- the more likely that an employee's emotional or relationship issues can disrupt
Since your coaching, we have
three requirements when we hire staff; they must like people, they must often
smile and they must be generally happy. You helped us set up good
interview strategies and you helped some of them clean up their
to happiness ... THAT ALONE was well worth any effort. London
Employee behaviors such as irritability, chronic
lateness or poor judgment may be linked to mental health.
Legitimate reasons for investigating an employee's mental health may
include an unpleasant, moody, rude or arrogant attitude. Severe mood
swings, anxiety attacks, substance abuse, symptoms of anxiety, bipolar
disorder, chronic depression, suicidal talk or lasting stress require
Some mental health guidelines:
- If employees claim mental health disabilities,
get professional advice
- Many mental health problems, if treated, cause
only temporary disruption
- Create a policy for employees who claim or show
mental health problems
- Managers who can recognize mental health problems
can help employees get needed care - and help protect a company
from legal difficulties.
Aggressive & Violent Employees
If employees become aggressive or violent, there are
heavy consequences for those employees, their colleagues and their
A common cause of aggression is victim identification. Aggressive
employee may identify with perceived victims, either at home or at
work, and express anger FOR those victims. Following a lay-off, for
example, some employees may express deep anger FOR employees they perceive
as victims. See
Downsizing with Integrity.
Most people suffering from victim identification are
suspicious and seem to enjoy annoying, tormenting or attacking anybody
whom they label as victimizers, including managers and Human Resources.
Few victim identified people can stop their simmering
anger and suspicion.
Systemic leadership and our online systemic
coaching can provide resolution for employees who want to change.
Prevent Employee Problems
Few employees want to be perceived as difficult by
their colleagues, human resources or managers. We coach managers to prevent and deal with
employee problems. Specific points often include:
- Provide orientation to new employees
- Evaluate relationship habits in the hiring process
- Describe appropriate conduct and unacceptable
- Clarify expectations with job descriptions
and an employee handbook
Diagnose Employee Problems
While simple discussions may sometimes change simple problems; chronic behavioral or performance problems require more attention.
Common questions to help evaluate employee problems include:
- Poor performance
Does the employee lack essential skills? What standards or goals are
to assess employee performance? What additional
training is needed?
- Work incompatibility
Are the employee's
skills and preferences compatible with their assigned tasks
duties? Is additional training or reassignment appropriate?
Absences - late arrivals, long lunches and early departures ...
employee occasionally late? Is punctuality important?
- Disruptive or difficult employees
What is the real problem? Has the employee "space" to
express feelings and concerns?
Evaluate Employee Problems
Evaluate the seriousness of offenses and
- Do the rules specify expected employee conduct?
- Did any investigation include the employee's history?
- Was the employee informed of the rules and
- Did an investigation show that the employee
- Did an investigation determine whether the
employee violated the rules?
Solving Employee Problems
Although most employees want to co-operate with their
managers, supervisors and co-workers, uncooperative employees can disrupt a
workplace or an organization. We suggest four basic solutions for problem
employees: ignore - coach - mentor -
- Ignore minor first-time infractions,
especially if the employee is aware that his or her manager knows of the
offense. Most employees will avoid becoming frequent offenders.
- Coach the manager to work one-on-one with problem
employees. A good manager can provide an employee with
useful feedback and solutions for improving performance.
- Mentor senior or professional staff. As well as
providing feedback on specific managerial competencies, upper management
can establish an appropriate organizational culture.
- Discipline may include written warnings,
reassignment and dismissal.
Online Coaching, Counseling & Soulwork Training
I thought you were just
another therapist - but you were not just. Not even. Not only.
Plagiarism is theft. Copyright © 2002-2018
by Martyn Carruthers. All rights reserved.