As a manager or an employer who has a number of employees, you have to master the art of tackling annoying employee habits. An employee could be exhibiting a problem with hygiene or could have habits that are annoying to you and other members of the team. Such behaviors include smelling of alcohol, not taking care of one’s hygiene, or leaving the smell of smoke within the workplace.
In cases like these, you cannot afford to abandon the matter as it is because it would have a negative impact on other employees. Learn how to deal with the habits of the employee in question. Also, you have to have a tough conversation, which can be challenging because you wouldn’t want to offend them.
“Most people don’t have that willingness to break bad habits. They have a lot of excuses and they talk like victims.” — Carlos Santana
Ensure they’re at ease
You must always begin by putting the employee at ease but don’t ever try to beat around the bush. Their level of anxiety within the employee could already be high. Make them understand that you want to hold a discussion about a difficult topic and get straight down to the point after you have made the declaration.
Tell The Employee The Perceptions You Have In Your Mind
Employees have a mind of their own. If you talk around in an attempt to soften the issue, they may at no time understand the seriousness of the problem. Never point examples from within the workplace because the employee may begin to believe that you are talking about someone else.
Be Clear With The Conversation You Are Having
The conversation you are having has a direct purpose within the business. It is not a personal vendetta. There is a possibility that other employees are not interested in associating with the person in question. The appearance of the individual could also have an impact on the business operations. For example, your clients may have requested you to assign another person to serve them because of the annoying habits of this particular employee. Therefore, it is essential for you to make the business purpose of the conversation absolutely clear.
You have to let the employee know how their behavior is impacting the business. Tell them that it is also having an adverse impact on their career. Express the impact directly, taking into account matters such as promotions, raises, and job opportunities.
Providing Training to Staff on Such Matters is not a Suitable Solution
A number of employers have raised questions about whether providing training to staff is an appropriate solution. While training will be appropriate in certain situations, matters like these will need to be handled in isolation with the employee in question. A training session for all the staff will surely take the message home, but why subject all the staff to an unnecessary training for the sake of one person?
If the employee is unable to make any progress, you may suggest that a visit to a physician. They could be suffering from an underlying medical condition.