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Private Conversation: Initiate a private conversation with the employee. Actively listen and empathize to understand their concerns and motivations.
Constructive Feedback: Provide constructive feedback. Address the specific behaviors that are causing issues. Be specific and focus on observable actions rather than personal traits.
Mindset Shift: If the initial discussion doesn’t yield positive results, consider trying to change the employee’s mindset. Highlight the impact of their behavior on others in the workplace.
Company Protocols: Follow your company’s HR protocols.
Satisfait les besoins des employés pour éviter les conflits
Addressing a disruptive employee requires a proactive approach. First, have a private conversation to understand their concerns or issues. Offer constructive feedback and a chance for improvement. If the behavior persists, follow your company's HR protocols, which may include a performance improvement plan or disciplinary action. Open communication and consistency are key.
يجب مراعاه حالته وتحديد السبب من التعامل بهذا الاسلوب ثم اتخاذ اجراء معه دون اثاره غضبه
اعمل علاء تشجيعه من أجل طرد الطاقه السلبيه الذي فيه وكذالك احاول اعرف ماهي أسباب ذلك الطاقه هل اسباب شخصيه او اسباب في العمل من أجل حل الامور
اخبره على انفراد بأن يهدء حتى نقوم بالعمل بشكل جيد واذا تكرر الأمر أخبر المدير بأن يتصرف معه بخفض راتبه او ان يعمل في مجال اخر او طرده
توجيه له انذار بعدم تكرار، ذلك
Trying to motivate him to stop being a negative member ,, if he insists on this attitude , HR with his direct manager should have a discussion with him :
- Clarifying the negative points in his attitude ,,
- Agree on an Improvement Program which could include training or cases
- Weekly Follow up meetings with Actions and evaluation if any positive progress
