Being the boss requires a high level of leadership. Since you are the one who’s driving your team, it is important that you can control your personnel to some extent. In any team, it is common to have employee problems, because managing them depends largely on individual differences such as work attitude, motivation factors, and character.
Having a problem employee slows development of projects, commitment failures, and over-all efficiency of the team. This is why when one employee is going astray, you will have to do some corrective actions to get him back on the right track.
Whenever the employee does something that’s not acceptable to you, pull them aside and explain what they’ve done wrong. This is important because a sensitive reprimand usually leads to respect. Public reprimand often just results in the opposite.
Consider that maybe the employee is ignorant of the proper way to do it and you are merely informing him. As a first offense, you should write it down on their files so you can keep a record of offenses and see if they commit the same mistakes in the future. Employees should have a learning curve, and this is best manifested by not committing the same mistakes twice.
Meet the regular schedule of employee performance evaluation. Performance evaluation at irregular schedules usually render employees lenient. To promote consistent performance improvement, hold performance reviews on a regular basis.
Promote accountability among your staff. All actions have consequences. Good decisions generate rewards and incentives, and failures result in punishment. That’s how simple it is. An employee who is motivated to do the right thing will develop a habit of it and an employee who suffers from his violations will have all the reasons to try harder.
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