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How and Why Seniors Act Out in Senior Living

Once you have identified the team members that have a bad attitude, the next step is to prepare yourself for speaking to them. To do this, think about what impact you believe the bad attitude is having on the business and those that work with the individual, how you feel the behaviour of the attitude employee differs from the rest of the staff and what difference you think it would make to the morale of the business and team members if this bad attitude were eradicated.

It is a good idea to make sure you have a good framework in place within the company, that there are policies regarding how an employee should behave and work and if possible, print this out to have a copy of it for the meeting.

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During the meeting you can refer back to this and show the employee where they are falling short of their duties and responsibilities within their role in the company. It is also a good idea to have more than one person conduct the meeting, with at least one supervisor or HR representative in the room. These kind of meetings can be quite awkward as the topic is one that is difficult to discuss, let the employee you appreciate the awkwardness and it is natural to feel that way.

Give your employee some positive feedback and go onto say how this could be made even better instead of saying where it needs improvement.

Handling badly behaving employees - Letters | The Star Online

As a manager it is tempting to try to fill awkward silences within a meeting, but sometimes this can anger the other person. Tell them how much their work contributes to the financial and overall success of the company. If you have actual financial examples of how their behavior has negatively affected the company, this would be the conversation to present those figures.

Lastly, provide training. This is especially valuable when sexual harassment is the offensive behavior.

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Employees Behaving Badly?

Training around what constitutes appropriate and inappropriate behavior when it comes to the opposite sex causes employees to take a look at their own actions and make different choices. Bringing awareness to offensive behavior allows employees to understand how their choices may have offended other co-workers in the past, but after training, will be armed with the knowledge to avoid potentially dangerous behavior.

As a very last resort, you can choose to let this employee go. If you provide course correction, set appropriate expectations and monitor the outcome without success, you may have to choose which consequences have a bigger impact. As this type of termination is not considered a dismissal, the employee cannot bring a claim for unfair dismissal.

However, Employment Tribunals do not always look too kindly on employers who have decided to terminate the employment contract in this way. If an employee is sent to prison, it may be fair for the employer to dismiss the employee. In general, employees are under no obligation to notify their employer, but they may be compelled to due to a provision in their Contract of Employment or because of the nature of their profession, for example, those who work with children or vulnerable people or for those in regulated sectors such as financial services.

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Handling badly behaving employees

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Legal Remedies for Harassment by a Council Member

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Managing Difficult Employees

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