{"id":613,"date":"2018-04-28T13:46:28","date_gmt":"2018-04-28T13:46:28","guid":{"rendered":"http:\/\/www.lck-ressourceshumaines.com\/news\/il-ny-a-rien-a-faire-avec-marthe-pour-quelle-change\/"},"modified":"2018-06-08T11:23:14","modified_gmt":"2018-06-08T15:23:14","slug":"nothing-can-be-done-to-change-marthes-behavior","status":"publish","type":"post","link":"https:\/\/www.lck-ressourceshumaines.com\/en\/post\/nothing-can-be-done-to-change-marthes-behavior\/","title":{"rendered":"Nothing can be done to change Marthe\u2019s behavior&#8230;"},"content":{"rendered":"<p>Recently, a department head contacted us to talk about his problems with one of his technicians.<!--more--><br \/>\nMarthe is a unionized employee with 10 years of service in the same company. She has a very negative attitude, refuses to collaborate with her colleagues, openly challenges company rules and is never satisfied when asked to make changes.<br \/>\nAccording to the manager, even her co-workers find the work climate unhealthy because of Martha&#8217;s behaviour.<\/p>\n<p>When we asked the manager what he had done to resolve the issue, he replied, &#8220;I thought that with time, things would work out, but today I realize that nothing can be done to change her behaviour, she is a frustrated employee. Even the previous manager was unable to rectify her attitude at work. &#8221;<br \/>\nIf you have a problem with an employee whose behaviour is unsatisfactory- do not wait, intervene quickly to resolve the situation. \u00a0Adopting a similar demeanour, as this manager had done, is a serious mistake.<\/p>\n<p>Noteworthy\u00a0:<\/p>\n<ul>\n<li>Intervene quickly<\/li>\n<li>Maintain a positive attitude<\/li>\n<li>Get to the point through facts and observations<\/li>\n<li>Request employee collaboration to find solutions<\/li>\n<li>Listen with empathy<\/li>\n<li>Take notes<\/li>\n<li>Support and trust employee<\/li>\n<li>Follow up<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<p>To rectify the behaviour of an employee takes much stamina.<\/p>\n<ul>\n<li>Confront him\/her as soon as possible with a positive attitude and describe to him\/her the unwanted behaviour or problem with facts or observations; do not beat around the bush.<\/li>\n<li>Voice your concerns and feelings and ask if he\/she is willing to work together with you to solve the problem.<br \/>\nNext, listen empathically to their version of the story without getting angry, and don\u2019t forget to take notes.<\/li>\n<li>Empower him\/her and ask for collaboration in finding solutions. Evaluate and note possible solutions.<\/li>\n<li>Let him\/her know the changes you would like to see and how such changes can improve the situation.<\/li>\n<li>See eye-to-eye on solutions, specifying the actions to be taken and set a follow-up date<\/li>\n<li>In a non-threatening tone, but in a clear and firm manner, explain what steps will be taken if the situation persists.<\/li>\n<li>Before ending the meeting, acknowledge your trust by mentioning a positive element or improvement observed.<\/li>\n<\/ul>\n<p>If you cannot find a solution, be creative because:<br \/>\n&#8220;For every problem, there are at least two solutions&#8221;<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Recently, a department head contacted us to talk about his problems with one of his technicians.<\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"sfsi_plus_gutenberg_text_before_share":"","sfsi_plus_gutenberg_show_text_before_share":"","sfsi_plus_gutenberg_icon_type":"","sfsi_plus_gutenberg_icon_alignemt":"","sfsi_plus_gutenburg_max_per_row":"","_exactmetrics_skip_tracking":false,"_exactmetrics_sitenote_active":false,"_exactmetrics_sitenote_note":"","_exactmetrics_sitenote_category":0,"footnotes":""},"categories":[13],"tags":[],"class_list":["post-613","post","type-post","status-publish","format-standard","hentry","category-post"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.9 - 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