have to spell out the action you think they need to take. Be as
specific as possible and try to express your wishes as sugges-
tions, not commands. A joint problem-solving approach is
always best.
Ten approaches to managing negative behaviour
- Define the type of negative behaviour which is being exhib-
ited. Make notes of examples. - Discuss the behaviour with the individual as soon as
possible, aiming to reach agreement about what it is and the
impact it makes. - If agreement is not obtained, give actual examples of the
behaviour and explain why you believe them to be negative. - Discuss and so far as possible agree reasons for the negative
behaviour, including those attributed to the individual,
yourself and the organization. - Discuss and agree possible remedies – actions on the part of
the individual, yourself or the organization. - Monitor the actions taken and the results obtained.
- If improvement is not achieved and the negative behaviour
is significantly affecting the performance of the individual
and the team, then invoke the disciplinary procedure. - Start with a verbal warning, indicating the ways in which
behaviour must improve, and give a timescale and offers of
further support and help as required. - If there is no improvement, issue a formal warning, setting
out as specifically as possible what must be achieved over a
defined period of time, indicating the disciplinary action
that could be taken. - If the negative behaviour persists and continues seriously to
affect performance, take the disciplinary action. If you have
no alternative but to dismiss someone, the approach you
should adopt is given in Chapter 33.
How to Handle Difficult People and Negative Behaviour 99