5 Tips for Dealing with Nasty Employees
While nasty people are a part of life, in the workplace, such attitudes should not and do not have to be
Nasty people are a part of life, and these “bad eggs” can certainly be found in the workplace. No matter how much you try
to incite a positive attitude, your efforts may be fruitless when it comes to certain people.
A nasty attitude in the workplace can, unfortunately, be catching. The negative attitude and comments of such an employee
can affect the mindset of others, which can have a negative impact on the overall production and quality of work.
If you are an employer who has an employee with a nasty attitude, don’t allow that employee’s demeanor to impact others or
your business. Instead, learn how to deal with said employee in order to benefit the entire work community.
Call your disgruntled employee in to have a meeting. Discuss the issue at hand, but try to tread lightly. The employee may
very well be dealing with a difficult situation in his or her private life, which may be the cause of the problem. Offer a
listening ear and approach the matter in a professional, yet friendly, way.
Explain to the employee that you have noticed a change in his attitude. Offer clear examples highlighting these changes.
Discuss how such behavior is having an effect on the morale of other employees, as well as on productivity. Share exactly how
you feel about the employee’s bad attitude and explain why it is not acceptable.
While it may be your first instinct to terminate the troubled employee, instead, offer him or her help. Provide counseling
in order to help rectify the bad attitude. For instance, if the employee is having a problem with a particular area of work,
offer strategies for effectively dealing with the problem; or, if the employee is having a problem with another person, have
a meeting with both employees to discuss a way to resolve the issue at hand.
Issue a Warning:
Issuing a warning may be necessary. After discussing the problem and offering solutions to remedy the problem, inform the
employee that he or she has a certain amount of time to correct his or her attitude. Always document a warning, including the
stipulations of said warning, the date the warning was issued, and both your and your employee’s signatures. Revisit the
issue after the given duration of time and decide how to proceed.
Revisit the Issue:
After discussing the problem and issuing a warning, revisit the issue. If the employee has made a marked improvement in
his behavior, note this improvement and applaud him or her. If he or she has not made any efforts to improve, you may need to
consider the alternative, which may include termination. If this is necessary, make sure to document the reasons for the
termination and fully explain your reasoning.
While nasty people are a part of life, in the workplace, such attitudes should not and do not have to be tolerated.
Bridget Galbreath is an expert in a wide range of topics. These topics include business ethics, business coaching, and
the benefits of Spokeo removal.