妥善处理员工问题（Handle employee problems properly）.docVIP

妥善处理员工问题（Handle employee problems properly） Handle employee problems properly Properly handle employee problems, 2008-12-20, 15:11:08 Carl Lloyd, the head of the company, is in trouble. One of his new employees, a technical writer with 20 years of experience, did not work for three weeks. At first the employee found excuses and then kept silent. Finally, he resigned after weeks of salary. Lloyd recalls that he hoped to take action early. I thought he would change, Lloyd said. Im completely wrong. Things are going to get worse soon.. When one of your employees troubles you, you tend to ignore it and hope the trouble will disappear automatically. Although you can resist the urge to take immediate steps, you can prevent employee problems from becoming a problem employee if you control the situation as soon as possible. Define responsibilities and goals The easiest way to prevent a management problem is to hire the best employees as much as possible. If your department is short staffed, you will be inclined to hire anyone who can meet your minimum requirements to fill the gap. Dont do such foolish things! Its good for you to wait for the right person. Many managers have this kind of trouble: a mediocre employee turns into a bosss nightmare. Who can blame? Managers have only themselves to blame. Were looking for potential people, so were putting people in a real job situation during the interview, says Shannon Corp, head of project at Microsoft Peters in the Microsoft Corp. By simulating these real work situations, the evaluation team can pick out the best candidates. From the day your employee starts work, you should agree on your responsibilities, goals, priorities, and standards. Write them down in words, make schedules, and regularly summarize progress and find problems. Make sure that your employees are able to complete the task without doubt and achieve the desired results. Requests to staff must be specific. Do not say: I want you to complete the visit report as