Worker conduct can make or break a workplace morale. Your business’ success sits on a three-legged stool: workers; customers; and, you. If any of these legs are wobbly, then your business is not stable. Unlike other external forces (economy, regulations, suppliers, etc.), you can directly control these three legs.

Worker Suitcase

Your employees bring their personal bags with them to work. Inside these suitcases are their life experiences, history, education, habits, attitudes, successes, failures, etc. Some people are unable to cope with the stresses of work and they resort to bad behavior.

Words to Avoid

I know that some employees may test your patience and your cool, but there are certain things that as a manager you should not say to an employee. Kaya Ismail at Shopify.com in “5 Things You Should Never Say to an Employee”  shares five things that a supervisor or business owner should not say. Now, you can say them to yourself, if that will give you relief, but don’t utter them out loud.

5 Things You Should Never Say to an Employee

Your employees are the lifeblood of your brand, and as the boss, it’s your job to keep your workers content, efficient, and effective. The easiest way to totally fail at that, is to be a typically abusive boss who antagonizes employees instead of empowering them. “I pay your salary, so…” Any remark that begins like this is going to sound frustratingly pompous – no matter what the context. Read more…

Corrective Action

Before you get to the point of wanting to say, “If you don’t like it, leave,” check that you have taken steps to correct bad conduct. Yes,  dealing with bad behavior is difficult and not a pleasant chore, but good leaders handle these situations. Guy Harris at BusinessRelationshipsRx.com in “Six Tips for Confronting Bad Workplace Behaviors” gives you ideas on how to face up to bad employee behavior.

Six Tips for Confronting Bad Workplace Behaviors

It is a fact of organizational life – negative, unacceptable behaviors will happen. When they do, the leader must address them. I normally emphasize the benefits of encouraging positive, productive behaviors over punishing negative ones. Read more…

As a general rule, direct, clear communication is the answer to handling most employee problems. Once you discover a problem, it’s important to take action instead of letting it fester and get worse. Your other employees will admire your swift action, and morale won’t deteriorate.

Images via Shopify.com and BusinessRelationshipsRx.com