Managing Problem Employees

Ask Richard Davis, a veteran human resource director and consultant, how often the issue of problem employees comes up for the many businesses he has advised, and the answer will come quickly and succinctly.

“Daily.”

And, he said, managers must effectively address this issue because problem employees have a way of multiplying through the attrition they take on good employees.

“When you look at people who leave organizations, they are often good employees,’’ Davis explained. “Normally they quit because they get tired and frustrated with working with poor performers or problem employees. So you don’t lose your poor employees; you lose your good employees.”

Davis has the experience to know. He is vice president of Human Resources for Barnes Healthcare, a large HME provider headquartered in Valdosta, Ga. Before that, he was for many years a human resources consultant and management trainer. His career started in operations, and he moved into employee relations with Support Systems International, which is now Hill-Rom. He is experienced in recruiting, interviewing, strategic planning, conflict resolution, mergers and acquisitions, management training and operations management.

Here are his answers to questions about how managers should deal with problem employees:

How do you define a problem employee?

A problem employee is someone who consistently acts in a way that is not beneficial to the company. It is someone who fails on a daily basis to look for ways to maximize their performance to help the company. They’re basically pushing paper around and doing as little as possible to get a paycheck. They are employees who exhibit consistent behavior of low engagement, low motivation and poor performance.

Now, extraordinary employees can also have a performance issue arise, and you have to address it. But it’s not something that happens habitually. Maybe there is a problem at home that has impacted their work life. But they are not habitually poor employees.

What is your approach to dealing with problem employees?

I am very fortunate that I have actually managed operations. So my approach from human resources is exactly the same as when I managed people.

First and foremost, it all comes down to hiring the right people. That’s the first step every company should focus upon. Many companies hire somebody because they need a body, but they should instead use time, effort and tools that are available to hire the right person to fill a position.