Welcome back!
When you’re aiming to correct behavior, the first thing you need to do is precisely determine the scope of the problem. It starts by facing the truth that trouble has been brewing for a long time on your watch, and you’ve been ignoring, minimizing, or dismissing it. Low grade nonsense goes on everyday, and dysfunctional people use those instances as reconnaissance missions to see what they can get away with. Don’t ignore the rude remarks, the emotional volatility, the shirking of duties, or any secretive / deceptive behavior. You’re being tested. Stop flunking the pop quiz and deal with things in real time. Dysfunctional people need to know that their usual modus operandi won’t work with you, and the good people need to see that you are protecting them and the sanctity of the work environment. Therefore, you gain a reputation as a problem solver instead of a wimp.
The next thing you need to do is mindfully consider alternative strategies for correcting the problem. You goal is to fix the behavior, not crush the person. You can be firm and respectful. The fix needs to be fair and reasonable. It needs to directly relate to the problem, and it needs to require a new and better action on the offending person’s part. Don’t be ruled by your emotions, or your dislike of the person. Everyone deserves equitable treatment. If it was your best employee that pulled the same boneheaded move, how would you be handling it? Remember that if you abuse the corrective action process by going too far with it, then you become the problem and the consequences shift to you.
Until next, I am praying for your wise discernment about how to take the necessary actions in a compassionate, effective manner.
