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How to deal with an employee who has a bad attitude? - Employee Attitudes

J

jkittle

#1
I know this is off topic for a quality forum but does anyone have any suggestions on how to deal with an employee who has a bad attitude?

During a production/quality review meeting this morning a production associate was rolling there eyes and making negative comments during the meeting. This was very disrespectful and disruptive. I would like to write the person up, but I'm not dure how it should be conveyed/documented.
 
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Jen Kirley

Quality and Auditing Expert
Staff member
Admin
#2
Re: Employee Attitudes

People behave badly for lots of reasons. Some of them may be good reasons, but we are told to buck up and shut up, do as we're told, be good team players, on and on.

Before writing this fellow up, why don't you ask what's wrong?

Take some time with him, give him amnesty from plain speak and find out what's ailing him. You may discover it's not really, or completely, about attitude.
 

SteelMaiden

Super Moderator
Super Moderator
#4
First, I must say that attitude has a lot to do with quality, imho.

Talk to him, see if you can find out what is wrong, or is he just a jacka..

If there is a problem, maybe your company can be of assistance in helping him find resources for help.
 

RoxaneB

Super Moderator
Super Moderator
#5
Does your company have a disciplinary action process? First could be counselling - the polite way of talking to the person off the record and just finding out what's going on and providing some feedback to help set the person on the right track. After that, a verbal warning is formally issued. Then a written warning that goes into the employee's file. Then time off with no pay. Then the pink slip.

There could be some things going on the person's life that would explain the attitude. Just like when you have a nonconformance, you should get the root cause before developing an action plan. ;)
 
J

jem63

#6
Re: Employee Attitudes

People behave badly for lots of reasons. Some of them may be good reasons, but we are told to buck up and shut up, do as we're told, be good team players, on and on.

Before writing this fellow up, why don't you ask what's wrong?

Take some time with him, give him amnesty from plain speak and find out what's ailing him. You may discover it's not really, or completely, about attitude.

I agree and you may find out that it is a faulty bottlenecked process that is affecting him/her.
 

BradM

Staff member
Admin
#7
While your issue may be construed as the softer side of quality, it is highly relevant, and merits different perspectives. Roxanne and Jennifer did an excellent job, as always!:)

Well, you already know the answer, which is: this cannot happen again. However, finding out the problem is the key. Towards your question (this is just my opinion) I would not take disciplinary action (this time).

This individual has an issue with something or somebody. A sitdown with them to discover what is the problem may be in order. I would clearly but professionally state what you saw occurring and find out what the issue is. Two things can come about: either they are forthcoming, or they are not. If they are forthcoming, you can figure out a solution (win-win), or they are not forthcoming. There may be a good reason while they were upset (although the behavior was still unacceptable). If they clam up, then as the facilitator/ teacher/ boss whatever of these meetings, you need to keep control of the situation and let them know that behavior will not be tolerated.
 
J

jkittle

#8
I want to thank all of you for your input. I had the employee brought to the HR office to discuss the concern this morning. I gave the employee plenty of opportunity to express any concerns they have the organization or the MGT. staff. Unfortunately the employee did not see any problems with their inappropriate behavior and just continued to display a poor attitude in front of HR and the production supervisor.
 

SteelMaiden

Super Moderator
Super Moderator
#9
I might have displayed a bad attitude if my first contact in a disciplinary process was a gang rape, too. :mg:

I apologise for being brusque, but it sounds like your company could spend a little training money on some effective supervisory skills training.:rolleyes:
 

Cari Spears

Super Moderator
Staff member
Super Moderator
#10
I had the employee brought to the HR office to discuss the concern this morning. I gave the employee plenty of opportunity to express any concerns they have the organization or the MGT. staff.
Did you talk to the guy yourself first before you had him brought to HR? I mean really ... there are lots of reasons why one would not express concerns about the organization and/or the management TO THE MANAGEMENT.:rolleyes:
 
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