Business

Friday 20 April 2018

Entrepreneur recommends five steps for managers to remove negative employee behaviour

Brad Sugars speaking at the Pendulum Summit 2018 at the Convention Centre
Brad Sugars speaking at the Pendulum Summit 2018 at the Convention Centre
Ellie Donnelly

Ellie Donnelly

The challenge for business people is to build their employees, according to entrepreneur and coach Brad Sugars.

"It starts with your leadership and management, you don’t build your company, your people do, if your people don’t grow, the business won’t grow," he told the Pendulum Summit in Dublin.

"Staff need training, management, training, leadership, and systems to do a better job."

According to Mr Sugars there are three types of negative staff behaviour; denial, excuses, and blame.

"The person in denial is the person who thinks they are a rock star, but they actually suck," Mr Sugars told the Pendulum Summit.

"It is either your management or lack of management that has led them to denial.

"Rather than turn the behaviour around we fire them and it costs a lot of money. To turn it around we have to sit with the employees and discuss the issues. We end up with denial because we don’t do confrontation.

"We go from denial to excuses. Again these employees are not being managed properly, job measurements and descriptions would help prevent such employees having excuses,” Mr Sugars said.

In situations where employees are displaying excuse, Mr Sugars said that good managers will ask said staff three questions, the questions will be forward moving, they will have a time frame, and they have a detail orientation;

"What are the next three things we need to do to get the product out to the customer in the next three minutes?”

Finally there are employees who blame,

"How do we end up with blame? If employees hear you blame they think that a blame culture is okay."

Mr Sugars then recommended five steps that managers could take to remove much of the negative employee behaviours in their organisations;

1.     Have daily lists – each night have a list of what needs to be done tomorrow

2.     Attend a weekly ‘Work in Progress’ meeting to ensure work is getting done

3.     Weekly 1-2-1 meetings on a Thursday, by having the meeting on the Thursday there is still a day and a half to get things changed before the end of the week

4.     Personal plan, the plan should include an employee training plan, a management system, and the employees career path

5.     Walk around the office at least twice a day to stay in touch with staff 

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