A specific method to coaching employees with bad attitudes

by Tim Hagen on Thu,May 20,2010 @ 09:53 AM
As coaches, managers, and employees we have certainly come across the occasional (or regular) recruit with a bad attitude.  They don’t want to be a team player, they complain about policy, other people, management, and in general make a work atmosphere uncomfortable.  These bad apples can certainly spoil the entire bunch if not dealt with, but how do you deal with these types of people successfully?employee with bad attitude

With Communication, the corner stone to any successful employee coaching program.  When dealing with an employee with a bad attitude try this coaching method to get them out of their funk.
  1. Set up a coaching meeting.  Whether it’s lunch, coffee, or a request for them to come to your office, set up designated time for both of you to meet and discuss performance.
  2. Confront the issue head on, in a non-confrontational way by asking questions.   Sometimes employees are unaware of the impression they are giving off, so simply bringing their behavior to their attention may be a quick fix to the problem.  For example:
    1. “ George, we brought you to our company because we liked your skill set and because we believe you make a great addition to our team.  You excepted the position along with its pay, responsibilities, and existing team, now you seem to be not quite satisfied with the situation, is there something your frustrated with that we could discuss?”
    2. “George, yesterday after the new policy was presented, you got up quickly and left the room seemingly upset.  What do you think the impression was of other team members in regards to that reaction?”
  3. Once you have confronted the issue, have them elaborate on what may be upsetting them, by asking A LOT of questions.
    1. “ Could you elaborate on that issue a little more….”
    2. “ Help me understand…”
    3. “ On a scale of 1-10 how serious of an issue is this for you…”
  4. Lastly, work on a solution together, the below questions are great for starting off the conversation.
    1. “ What do you think would help us improve this situation…”
    2. “ What do you need, and what role can I play in solving this issue…”
    3. “ What do you think should be done…”
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This post was written by Tim Hagen

Tim Hagen founded Sales Progress, a Training Reinforcement Partner Company, in 1997. His entrepreneurial career began in college leading to positions in sales, sales management, and sales training for small and large corporations, and eventually ownership of several training companies. He possesses a unique combination of hands-on experience, academics, and innovative insight to solve the industry’s most common challenges. Tim holds a bachelor’s degree in Adult Education and Training from the University of Wisconsin, Milwaukee.