What can I do about employee morale?

Question

I am a relatively new manager and I have a couple of employees who are impossible. I am starting to lose sleep because the situation is bothering me so bad. They talk about me behind my back - even at Wal Mart - and this is a small town, they are disruptive at work, they are very rude to me, they keep rumors stirred up all the time, they keep their co-workers upset. I think I should fire them and create a new team who will work for me and WITH me. Any ideas?

Answer 1

Were you an employee who rose through the ranks to become Manager? Then they may be just jealous. Maybe they applied for the same position and didn't get it, think they are better than you, etc.

Regardless, as a Manager it is now your duty to Manage. Best advice - be firm, assertive, and fair. Treat your employees like how you want to be treated by your superior.

If your employees are being disruptive at work and rude to you then you MUST address the situation NOW or you will never be taken seriously. Don't single people out, don't accuse. Talk to them in a team-meeting setting, something like "our productivity has been down lately. I'd like to contribute that to the holidays. Does anyone have any ideas on how to improve our numbers?" Engage your employees.

It will take some time. Respect has to be earned. Give your employees opportunities to perform and prove their worth. If they fail, then you can fire them. I wouldn't suggest firing them just because they are talking behind your back. I'm sure after a long day at work you have trash-talked your superior too. It happens.

Good luck and congrats on your new position!

Answer 2

Maybe you can have a seminar with all your employees about Conflict Resolution. There should be a private therapist who would be willing to do this for you - of course, for a fee though. It seems like there is a lack of union in the group and maybe some fun activities would help as well. Where I work, there is a lot of tension too. I have seen that these attitudes come from the administration. Maybe you can also take a good look at yourself and how you handle the prblems that arise at your office/work. Another thing, is that, if you are new, maybe there is just a residual resentment towards administration - maybe the old managers were jerks and they are taking it out on you. Then, you need to set the example and show them that things can indeed be different than what they are used to.

Answer 3

according to what you said its obvious these employees have a problem with you, the question is what. ask yourself will firing them solve the problem , maybe , it may also create a new one. if any of the other employees feel the same way about you firing someone may make this worse. rarely is a boss liked by all of his employees, maybe even never. you could also try having a meeting with these employees either together or separately to try to get to the bottom of this or to see if there is something you can do to make it better. remember bosses have never been peoples most favorite people and if there behavior has effected others firing them isnt likely to fix anything.your already infected!! As a boss you must look at whether or not they proform there job duties.whatever you do, be professional. And will your decision be okay with your boss. because we all have one. except god.

Answer 4

There is a process in place there and at every workplace where you can take Action! BUT you have to be man enough to do it? Are YOU? IF you are loosing sleep, then GROW UP!

Step One: Call the employee in with a witness from Human Resources and call into question their Disruptive Behavior.

Step Two: Within one month, evaluate the situation and determine if said employee is still being disruptive. IF SO, then give that employee, "A Verbal Warning and document it in Writing!"

Step Three: Within one month, evaluate the situation again, and if needed, GIVE the employee A WRITTEN WARNING, and state that if said behavior IS NOT IMMEDIATELY CHANGED, = TERMINATION will take place, and document in writing!

Each of these steps must be accompanied by a Human Resource professional. YOUR Corporation has in place A WRITTEN PROCEDURE to take such action!

YOU Must be Man or Woman enough to IMPLEMENT IT!

Thanks, RR

Answer 5

Call Human Resources of your business and see if they could be transferred or talk to your boss about the issue and explain what you've tried to do on your part to better things. Let the boss help you decide whether you should fire them for harrassment and/or over work ethnics that interfere with production and/or Co-Worker interactions...sounds to me that you're on a test with these two and they are taking it for granted...you need to be firm, as a manager, I had to show a hard side a little bit at times, got more respect thenafter.

Answer 6

I am a manager also. I used to have that problem too. be as nice as you can to your employees, Instead of acting like a "boss", try to be more of a friend. They will be more productive if they like you. They all know and understand that the work HAS to be done, they just need to WANT to do it. Good luck.

Always let them know when they have done a good job. That will help boost morale.

You may think this sounds crazy, but trust me, I got results.

Answer 7

Tell your boss about them and tell him or her you are going to try to handle this by giving them a warning, then individually tell each one of them that you would like to remind them personally of the rules (that they have broken) but don't tell them they have broken the rules, just please remember what the rules are. Ask them if they need the job or if they want to resign? Give them the opportunity to resign, wait for their answer, this is a very effective tactic, and reminds them that they have this job for a reason. Then at the end of the meeting tell them that if they discuss your meeting with anyone else, in or out of work, then they will be fired.

This will let them know that you are serious. Do good paperwork after this and set the stage to let them go (or praise them if they change). Most people will change if given a non-threatening but confrontational meeting like this.

Answer 8

Start talking with them (individually) about their behavior and how it is not conducive to a team environment. Let them know their behavior is unacceptable and if it continues you will terminate. Make sure you let them know you are putting the conversation in writing, but not in the file. After you bring up the unacceptable behavior find something to praise them on..the more the better. Put it in writing and place it in their file. Let them know this is the type of behavior that is perfect for the work environment. With this method you should be able to tell if they are willing to improve performance.

If this does not work and they continue to give you problems. Start officially documenting the unacceptable behavior, referring back to your first conversation. Put this information in the employee file, give them 90 days to improve performance, but let them know (put it in writing) that if one instance of unacceptable behavior will result in their immediate termination.

I have 10 years of HR experience. Feel free to contact me offline at [e-mail] if you need further assistance.

Answer 9

You should fire BOTH -not just one. Set them up if you have to -take your time-involve no one else.
First thing is to acquire a power base from the employees that you wish to keep- give them positions of quasi-importance and start to phase out the trouble makers

Answer 10

If your a manager, you have tons of power. You can shape your environment anyway you want, and rid youself of those people who bother you if you wish. I'm suprised to see a manager in this situation. It's the employees who usually feel powerless.