In most cases people want to do a good job. Even when they're not performing well, it's probably not because they don't want to. There's usually something else going on. But no matter the reason, when an employee isn't performing up to par or isn't following the rules, you have to deal with it. The other people in the work group probably have known about the problem for awhile, and they're wondering when the boss is going to do something about it. You must take action. Your leadership is on the line.I've not known anything that trips up managers more than not confronting the difficult employee. Managers, like most human beings, don't like conflict, so they tend to avoid dealing with it and hope the trouble goes away. It rarely does. They might notknow how to handle it, or they might fear the reaction of the employee could cause a new problem worse than the prevailing one, so they tolerate the situation. Then there is a small group of managers who actually seem to like a little friction once in awhile, but they don't confront it very constructively. But solving people problems effectively is what makes leaders leaders.
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