General discussion


The rude employee

By joe.woodward ·
I have a new job at a small state agency. It's a good job. All the users need is a little planning guidance. My problem is that I have an employee who has good work habits and adequate computer skills. He is out-right rude with some of the agency management and staff. I have had some verbal complaints that staff refuse to go the rude guy for help. I understand that he had the same problem at his previous job.

Any thoughts?

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Wow Too rude

by mjd420nova In reply to The rude employee

Sounds like someone has to sit down with this person and be straight forward and explain what's going on. If that doesn't work, try putting to shoe on the other foot and reverse the situation. Maybe then they'll see the light. If that doesn't work then show him the door. It needs to be impressed on this individual that this type of behavior is unacceptable and will not be tolerated. PERIOD I've encountered the same with some people and reversing the tables was enough to make them get their affairs in order. However if it doesn't work, termination is the only resort unless you have a position where they aren't in contact with others, thereby avoiding the possible conflicts.

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I'd take a firmer hand

by stress junkie In reply to Wow Too rude

I don't see the point of talking to a misbehaving employee. We're all adults. This person already knows that he is misbehaving. And I don't see the point of putting a misbehaving employee in a position where you can hide his malfeasant behavior. I do give an allowance for a single instance of misbehavior if it is out of character for the person. We all have a bad day now and then.

I say if the person makes a habit of misbehaving, if misbehavior is a normal part of their character, then just get rid of him. No coddling is required. No warnings are needed. That's like telling someone that they shouldn't write graffitti on the office walls. I think that we all already know that. It is stupid to have a meeting with the person and say stop doing this when everyone knows that the action is wrong. Show some leadership and just get rid of him.

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Warn, Document, and Dump

by MJGunther In reply to I'd take a firmer hand

Well, there are often business regulations regarding dismissing an employee, both for fairness and to protect the employer from legal reprisals (getting their pants sued off for unfair dismissal).

I absolutely agree that that you and your company should not have to put up with or pay a salary to an employee who does not realize that courtesy is a job requirement. But *first*, the employee must be made explicitly aware of the courtesy expectations. CONSULT WITH YOUR HR/PERSONNEL GROUP for their requirements about verbal notice, written warnings, and your responsibilities for documenting them. This gives the misbehaving employee a final chance to shape up (hah!), and solid evidence that you have done your best to encourage improvement. (If the jerk is still within a probationary period, it's clear sailing!)

Cut this creep loose, but protect yourself, your department, and your company while doing so.

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Similar to 'Warn, Document, and Dump' ...

by tchard In reply to Warn, Document, and Dump

Most Governmental agencies will have personnel policies in-place for dealing with employees whose personalities don't 'mesh' with the rest of the crew, or your customers.
Work ethic and habits notwithstanding, if someone's in a 'customer-facing' position, courtesy and respect are almost equally important as technical skills.
"Plays-well-with-others" comes to mind here. It's time this person got a "report card" of his/her performance, and has the offense(s) documented.
When you've gathered the requisite amount of documentation, cut'im loose!

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Warn, Coach, Document, Dump

by whitede25 In reply to Similar to 'Warn, Documen ...

I had a similar problem employee. I spoke with the employee about the need for professionals to adjust their communication style in order to communicate with others. I required the employee to attend communication training. When training was completed I required them to set up 10-15 minutes to explain to me what they learned from the training and how they planned to incorporate it into their daily activities. I continued to monitor the employee and solicit feedback from those they interacted with. When the employee realized that I was serious about their changing or losing their job, they responded. "After all," I explained, "I am trying to give you tools that will help you be successful no matter where you work or whom you work for."
Don't back down, don't coddle and by all means - document, document, document!

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Coaching is Key

by Johnny Bee In reply to Warn, Coach, Document, Du ...

My company also looks on coaching as the next step in employee relations when problems arise. Fact is, he learned the bad habits from somewhere, he has the necessary base skills to do the job, now turn him into the employee you'd like and need him to be. He will either pull up his socks and make an effort, or you'll have to let him go. As dee.white said though, document everything you and the company were willing to do to help him correct his behavior. That way he can't claim that he was fired for personal reasons. I suspect though, if he's as good at the job as you claim, he will realize that he needs to shape up before he gets shipped out.

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you talking to a dog - woof woof

by sinclairp In reply to Coaching is Key

Counselling and training are the first steps. If they fail 'in your face' is a tact. I had an employee who was constantly rude and abrupt. In the end when he spoke I looked aound the floor and asked him where the dog was? 'You must be talkin to a dog'. It became a joke, others caught on and to some extent we became fond of his rudeness. God bless the miserable little T.

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by blarman In reply to Warn, Document, and Dump

Rudeness is not a protected status like race, color, religion, etc.

Give the guy a frank review with a warning that if his behavior does not improve to acceptable levels, he will be let go.

In his current state, this employee is not worth having around.

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Re I'd take a firmer hand

by tech.dan@computertrends. In reply to I'd take a firmer hand

No warnings are needed

Wrong! Todays labor laws tell us we simply can not let someone go for this kind of attitude without any kind of previous warning. At least 3 warnings have to be given formally and in writing and signed by supervisor and employee. Even though your rude employee is being a jerk he still has many rights
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Laws differ from place to place

by stress junkie In reply to Re I'd take a firmer hand

Please provide proof.

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