How to Deal with Bad Habits of Your Co-worker
The annoying habits of your partner of your official have transformed your days at work in a real torture. How to let them know. Have you ever worked with an employee who has little personal hygiene, which has the annoying personal habit of making noises, etc.., Etc.?
You must endure this torture every day, and you think that something would be insensitive of you … Welcome to the world of bad habits at work.
Tips for talking about those annoying problems
• Begins with a gentle approach to relax your partner, but do not go dancing around the problem. The anxiety level of the employee will be too high and turning and rodeos while he waits for the bad news is simply cruel. Once you said you want to discuss a complicated issue, move straight to the heart of the matter.
• Tell the employee what the problem from your point of view. If you insist on turning all you get is to dilute the impact of what you have to say, and therefore the other person might not perceive the true seriousness the problem. And if you mean the issue by saying that “some of our employees do the following” is very possible that the other person will never understand you talk time of it.
• Always possible, make reference to the problem in relation to a professional issue. Remember that this is not a personal vendetta, the conversation has a specific job goal. Other employees may not want to participate on your computer, and you have noticed the lack of volunteers. Perhaps his appearance is affecting the perception of customers about the quality of the products of the organization. Perhaps an irritating peculiarity has made a customer requests a change of sales representative. Try working that the purpose of the conversation is clear.
• is also necessary to let your employee know that not only their behavior is affecting the business and his companions, but that is undermining his own career. Directly expresses the impact you think this behavior has on the potential opportunities for promotion, raises, and other equally important issues such as relations with colleagues and working environment.
Training
Of course, reason to wonder whether training is appropriate in these cases. Suppose the director of a company makes all its employees to attend a seminar on good looks and professionalism. In this case, the employee succeed in getting the message throughout the seminar? Certainly not going to happen. An employee who has the problem does not acknowledge receipt of the situation and the only thing you win is sent to a seminar to a group of employees who did not need to attend.
It is noteworthy that from this area are not against the professional training of the dress protocols and other similar activities. However, we do believe that training is not a means to correct the personal problems of individuals. There are directors who opt for training courses to address the problems of some of its employees only to those employees who they consider problems. This is offensive and discriminatory. What you should do is address the issue individually and towards the employee.
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