Employee management?

By : Forum Member
Published 26th April 2022 |
Read latest comment - 25th May 2022

How do small businesses manage employees? How do you handle an employee with a bad attitude?


fire them

Steve Richardson
Gaffer of My Local Services
My Local Services | Me on LinkedIn

Then fire them again for good measure.

Engine Mobile Ltd.


Oops, some employees may wish to provoke that response in order to open the tribunal door!

Staffing issues often fall into 1 of 2 categories: Poor Work Performance or Policy Violation.

Theft, poor attendance, time keeping or excessive sick periods are dealt with as part of company policy and are often clear cut. However, performance issues are less easy to define and it is often argued an employee needs better training, advice, mentoring or encouragement.  The employer needs to evidence this!

In order to avoid legal action, poor work performance, bad attitude and corporate terrorism should be dealt with methodically. 

Informal meetings followed by documented discussion. Verbal warnings requiring improvement along with what is expected and within what time scale (often called an improvement notice), must precede written warnings and dismissal. 


Ray Priestley

Oops, some employees may wish to provoke that response in order to open the tribunal door!”

I was just cutting to the chase 

Now I'm older and wiser, the key is to ensure that you don't have any employees with a bad attitude in the first place. Big organisations and local authorities are dumping grounds of employees ticking over, unmotivated, fed up, but reluctant or unable to do anything about it. These kinds of employees can be catastrophic for a small business and small teams, destroying morale, cohesion and productivity.

So it's down to you to ensure you get the right people on board, and that your business is a right fit for them, as well as you. Few people relish starting a job they have no real interest in or get any satisfaction from.

But make sure you understand current HR rules and employment rights. If you don't, then get advice. Taking on new people doesn't have to be a major risk, it can be managed during a length of probation to ensure both you and the new starter are happy. This will include regular meetings to assess progress, address, and try and resolve any issues. 

If things are still inconclusive for either party, then extended probation can be a possibility or an amicable parting of the ways. The key is ensuring employment contracts and processes are correct, fair and followed.

This should reduce the chance of a bad attitude team member, but if it does happen, then falling back on your HR process, with agreed 1-1 meetings and performance reports, then you can also manage a person out of your business, without fear of retribution. If it's done fairly, the employee will normally concede it's not the job for them, and a bad attitude is just a trigger or sympton of an issue, which may or may not be work-related.

Maybe it's an external work stress that 1-1 meetings will highlight and you may be able to help, such as offering flexibility, time off etc, that will give the employee the chance to resolve whatever issue is impacting their work. The spin off here is you gain a reinvigorated employee that knows you have their back, and in return will give 110%. Win win for everyone 

So the question really is, why does your employee have a bad attitude?

Steve Richardson
Gaffer of My Local Services
My Local Services | Me on LinkedIn

100% agreement with Steve!

If your organization is growing rapidly, hiring a good team is essential. There are multiple types of performance management systems that can help you manage your employees and have the best team in place to drive your business forward.

One of the most important aspects of an organization’s performance management system is having a purpose. This is the reason why companies have to set the system up in specific ways, or else employees in the organization won’t see it as an essential component of their day-to-day responsibilities.

When their superiors are not continuously setting and communicating performance goals, employees will feel useless, unmotivated, and unproductive. It is for this reason that companies need to dedicate a great deal of resources to performance management systems objectives.