Managing Difficult Employees With Maintenance Tracking Software-Part 2

March 4, 2016
1 min

In part one of Managing Difficult Employees by Incorporating Maintenance Tracking Software, we discussed a few tips such as compassion, communication, and leading by example. Here are some more tips on how you can effectively deal with difficult employees without losing your cool.


Consistency is Key

Being consistent is a major factor in dealing with any employee, especially difficult ones. If you do one thing a certain way then don't stick with it or are constantly changing the rules, it becomes harder for your workers to maintain a certain level of work ethic. They see you doing things in a haphazard way and it becomes the norm around the facility. Maintain your standards consistently and stick with it. This shows a true leader and a boss that knows what he or she is doing.


Play by the Rules

There are always times that the rules can be bent but it is imperative to stick with your company's policies when it comes to disciplinary actions. This doesn't mean that you can't be flexible but what it means more so is that when you do have to file paperwork for any reason such as a disciplinary action, make sure you have dotted your i's and crossed your t's. Don't let paperwork come back to haunt you because you didn't do something correctly. Maintenance Care helps in this aspect because you have all of your notes and like stated before in the first part of this article – your who, what, when, and where.


Feedback That is Constructive

You cannot have an exemplary employee without feedback on what they are doing right. The same applies to a difficult employee who doesn't hear what they are doing wrong. Make sure that your feedback is clear and concise and that there is reasoning behind it. For instance, if there is a reason why a work order has to be done a certain way, make sure the employee knows why and that you give good feedback for a job well done and constructive feedback on a job that needs improvement. Learn the difference between criticism and constructive criticism because one demeans the employee and the other leaves room for improvement.


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