How Should HR Handle a Top Performer's Attitude Problem Without Losing Them?

Addressing Attitude Problems in Top Performers

What steps should an HR take when one of the top performers has an attitude problem that creates issues for other teammates? Despite receiving warnings, there has been no improvement. The company cannot afford to lose him because even the clients are impressed with him. Suggestions are needed from experts.

Regards

Let's stick to the basics. If an employee has an attitude problem that is affecting other team members and there is no change even after a warning, please document the issue. Give the employee time to change, clearly indicating in the documentation that if there is no improvement in 30 or 60 days, the employee will be asked to leave.

It really doesn't matter if the employee is the best performer or has a good reputation with clients. Necessary action must be taken; otherwise, more employees may leave due to dissatisfaction, and there is a risk of other employees adopting a similar attitude.

Keep it simple: ensure proper documentation, provide time for the employee to change, and if there is no improvement, termination of employment should follow.

Behavior is part of performance, and workplace activities should not be viewed in isolation. If an employee is using their quality work as a bargaining chip, they need to be counseled. If they remain adamant, disciplinary action should be considered.

This is where the leadership of a leader is crucial. Leadership should not develop cold feet due to the fear of losing the employee (please note the correct spelling is "lose" and not "loose" as you have written). It is leadership that shapes the organization's culture. While you may retain a person who continues to upset others, it will also vitiate the organization's culture. Have you or your management calculated the cost of demotivating other employees?

By the way, in this very forum just yesterday, there was an article on attitude. Check the following link:

https://www.citehr.com/383761-attitu...ppraisals.html

Ok...

Dinesh V Divekar

*Beware of false knowledge; it is more dangerous than ignorance.*

Please do not jump to conclusions.

Understanding Attitude Problems

An attitude problem means: Is he discouraging, demotivating, or belittling teammates?

Considering Team Dynamics

What about the attitude of the teammates?

Due to a lack of information, I am not in a position to disclose my suggestion regarding your query. Also, I need to interpret the attitude issue of your employee precisely.

Root Cause Analysis

1) Have you conducted a root cause analysis for the attitude issue noted in your top performer?

Behavioral Impact

2) What kind of behavior (attitude) is noted that is affecting or creating issues with other teammates?

3) What kind of issues are being created within the teammates due to this personality?

4) What is the level of impact on teammates? Also, you need to define the reactions/responses noted or received from teammates.

Client and Team Interaction

5) Define the behavior (attitude) of your employee with the client.

6) Study and differentiate the behavior (attitude) with the client and at the office within teammates or other employees.

Analyzing Behavioral Differences

7) If you find a minor or major difference, what is the root cause or the supporting factors for such a difference in behavior (attitude)?

8) How has this difference in attitude helped your employee manage a good relationship with your client and made him a top performer because attitude is also a factor for one to be nominated as a top performer?

If you have further queries, please revert.

With profound regards

Success and Attitude

What I believe is that attitude is really important to achieve success. Success always develops attitude and increases performance, and attitudes project our beliefs and values, as well as what we think of our job, coworkers, and boss. It is also reflected in the quality of our work.

Attitude in the workplace helps employees accomplish tasks faster and in a better manner. As he has done the same, I believe he became a top performer. However, a negative attitude, which is not acceptable, is the main problem with this employee.

We must not forget that when one becomes successful, they can become haughty and arrogant sometimes. Goals may come to pass in life, making one successful, but the grass is not always greener on the other side. Sometimes, becoming successful requires making hard choices before getting there. Being set on what is wanted sometimes means other people could be hurt, and he needs to realize this. To make him realize this, Rashmi, you need to take corrective actions instead of asking him to leave.

He is a really useful and effective employee but not realizing this causes him turmoil and disaster, which can cause him to lose sight of what he actually wants to achieve. I basically want to say that you need to take corrective action so that his attitude can be used in the right sense.

As Mr. Dinesh said, “If some chap is using his quality work as a bargaining chip, he needs to be counseled.” He might have been distracted, and the question asked by Mr. SHAIK can be considered, which is really important and can work for you.

The performance of employees to a great extent depends on the good relationship they share with their colleagues. A good relationship can be established only when employees demonstrate a positive attitude towards their work and colleagues, and this he needs to understand at this point. I am seeking your help to make him realize this.

You need to make an “Employee Motivation & Training” program using the following elements for all your employees and ask him to participate in it, as he is a top performer and can encourage other employees too.

- Significance of a Positive Attitude at the Workplace
- Characteristics of Ideal Employees
- Teamwork & Leadership
- Interpersonal Relations
- Stress Management

He just needs realization and self-evaluation, and I'm sure after this, you will see a big and positive change in him as well as in other employees.

I don't know what others think or believe, but I have shared what I believe and have learned in my life and career to handle this kind of situation.

I'm glad to be a part of this discussion.

Learning continues…

Thanks for your comments. Yes, it's true that they are completing their 8 hours and are also real potential employees. However, it still creates problems with company culture due to lateness or absences. Sometimes, we cannot fulfill our clients' commitments on time. I have recently joined this company; the previous HR was facing the same issue. I then introduced flexible working hours.

I am unable to find the root cause. Sometimes, it seems they feel stressed or need a variety of work. They have completed 1 year in this company. I have personally met with them to discuss this issue, but there has been no improvement. I also want to understand the process of determining the salary range in the same industry (we are in IT software) so that I can make comparisons.

Regards

Thank you for clarifying the issue. May we know how much experience you have in HR? Unless you find out the root cause, you will not be able to find a solution.

Have a nice day.

Regards, Simhan

I am not an HR expert. However, how can you find a solution without identifying the root cause? If you can easily hire new employees, then give them a warning with the approval of the bosses and terminate them if the situation does not improve, replacing them with new hires. However, if the situation is similar to what Rashmi has described, where the workers are invaluable and cannot be dismissed, then a problem arises.

Have you attempted to explain to them how their actions, which have caused delays in delivering results to clients, could result in a loss of income or repeat business?

Have a nice day.

Regards,
Simhan

Thank you, sir, for your comments. I will discuss again with my director and plan accordingly. For your information, he is also very fed up with this situation, but he does not want to lose the XYZ employee.

Identifying and Addressing Problematic Behavior

First, identify the behavior and underlying causes, and take appropriate steps to combat them. For example, in training sessions, you may have observed individuals trying to hog the limelight. They strive to demonstrate that they possess extensive knowledge and hold a superior position compared to the trainer.

Dear All,

For the past few months, I have been facing a problem. We have a late-coming fine system, and when I am preparing the month's salary, we generally deduct a late fine (after 10:30 am) after considering genuine reasons from employees. However, some of them are always latecomers (after 11:30 am). We have discussed this issue with them many times and also circulated the policy, but there has been no improvement. These people are potential assets for the company.

However, when we deduct their salary, they behave very differently and sometimes use harsh words towards HR. Please suggest how we can control this situation. We had also introduced a flexi-time facility, but it did not work, so we stopped it.

Regards,
Mamta