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 DEALING WITH DIFFICULT EMPLOYEE

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MAJOR(R)KHALID NASR
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PostSubject: DEALING WITH DIFFICULT EMPLOYEE   Fri Apr 04, 2008 1:26 pm

One Way to Deal with Difficult Employees
By Alan Fairweather

Are you frustrated by that "difficult" employee who never seems to do things quite right and takes up so much of your time and attention? It's very easy to fall into the trap of condemning that person as a no-hoper or a problem child. But have you ever considered why they might be behaving badly?
It could be that they have a massive need for acknowledgement.

Acknowledgement is about recognition or attention from another person. It can be physical such as - a pat on the back, a touch or a handshake. It can also be psychological such as - a word of praise, a compliment, even a "hello!" It can even just be time spent with the person.
Physical and psychological attentions are absolutely vital to human beings. We all need it and we need it every day. However, it must be said that every human being has a different level of need for acknowledgement. Some people need a lot, others less so.
The need for acknowledgement is something that's programmed into us. Babies and children have a huge need for physical acknowledgement. You can see that demonstrated by the way they reach out for you, how they want to be held and cuddled. Research has shown that infants who are denied this physical acknowledgement can suffer both in their physical and emotional growth.

A human's need for acknowledgement is so strong that they'll sometimes behave badly to get that acknowledgement. I'm sure you're aware of children who behave badly in school just to get attention - well, adults do it too.
That person in your team, who gives you all sorts of problems which are often difficult to understand, may just be seeking acknowledgement.

Here's one way to deal with a "difficult" employee. Try concentrating on what they do well and tell them about it. Spend less time with and even ignore them when they behave badly. It's not uncommon for managers to invest 90 per cent of their energy responding to negative performance and only 10 per cent strengthening positive performance.
If you "reward" good behaviour - you'll get more of it.
If you "reward" bad behaviour - you'll get more of it.
Believe me; once you start to apply this, you'll make your life much easier, have less stress and more productive employees.

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WISHING YOU HEALTH & HAPPINESS. MAJOR (R) KHALID NASR
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