Finding the Best Solution to Address Negative Employee Behavior

1. Finding the Best Solution to Address Negative Employee Behavior The management may choose a strategy at random that they believe will work to solve the issue, which is the simplest and most obvious way to deal with a behavioral issue. The motivational problems that can have an impact on the result, meanwhile, are not taken into consideration. When an employee is opposed to the concept, a poorly selected remedy may exacerbate the issue rather than resolve it. The manager has many options for dealing with an issue with an employee's conduct or attitude. Termination is a possibility if the problem is severe enough, but given the high expense of employing new workers and giving them training, it may not be the best choice. However, coping with unfavorable traits and attitudes has its own complex motivating issues. Any remedy put forward to the employee may be met with anger on their side. Working with the employee to design the answer is often the best course of action. The employee will be actively and effectively engaged in the solution's execution when they are involved because they take ownership of the solution. Additionally, people are informed about the procedure and may see that a reasonable and fair result is reached rather than one that is decided upon at random. The manager will find it simpler to work with the employee throughout the implementation stages if these procedures are taken to reduce the motivating issues related to the problem's resolution. Finding a suitable and efficient cure to correct undesirable behaviors and attitudes should not require an excessive amount of time. However, it has to be done methodically so that the employee is actively engaged in the process, can see how the solution was developed, and is aware that it satisfies the interests of all parties. During the resolution procedure, the following stages must be followed: Brainstorming The most practical method for coming up with a practical and efficient answer to an issue is brainstorming. When this occurs, the manager's options are restricted to problem-solving

2. sessions with the employee who is experiencing the issue and other managers and supervisors who are aware of the problem. By recognizing all potential answers from all angles, this problem-solving strategy yields particular advantages. It also involves the employee in finding a solution to the issue. Giving the employee ownership of the solution gives them a stake in the project's success and empowers them. Every potential resolution, including ones that seem doubtful or unrealistic, should be listed by both the management and the employee. Nothing should be brushed off without giving it significant thought; failing to do so will only foster a pessimistic mindset rather than an open-minded approach to a solution. Selection Guidelines It goes without saying that not every option generated will be useful or workable. Before discarding any proposal, the management and employee should agree on the standards that will be used to evaluate each potential response. To successfully resolve the issue of negative employee behavior, criteria should be set in accordance with certain factors. Cost, timeliness, efficacy, and complete closure of the problem to prevent recurrence are a few of these that may be considered. Other standards that help both parties accomplish the main objective might be chosen. Choices In Bracketing Filtering through all of the ideas generated during brainstorming and grouping the particular options that fit the selection criteria is a simple procedure after the management and employee have agreed upon the criteria. All other alternatives are ruled out of the equation. The employee can understand the reasoning behind the choices that will affect them since they are actively involved in the process, which removes resistance to the final decision. Set Priorities And Choose The Best Option Many choices to tackle an issue may often be found by bracketing potential solutions. The employee and boss should agree on a priority list for each solution based on how successful it will be. The employee will almost always object to the selection of a particular choice because it is not in their best interests or will need more work than they are prepared to put in. This is why it's

3. important to come to an agreement on what options will eventually make the ideal ones for a solution. The ideal solution must satisfy both management and the employee while resolving the issue; this is the last phase.