Difficult and low performing employees are the most challenging for managers. Professional supervisors realize is part of the reason for their career. There wouldn’t be nearly as much demand for supervision if every employee was a top performer.

Most every supervisor will experience the difficult employee in their career. The difficult employee comes in many forms. It can be the individual that has a very poor attitude, one that works to disrupt the organization, or the person that repeatedly voices opposition after decisions have been made. Some of these individuals can become assets if their energy can be positively transformed. Others must be dealt with through the disciplinary process.

It is important for the supervisor to distinguish between the person with an opposing view and a person with an incessant negative attitude. The opposing view can be healthy. A little bit of training, discussion, and involvement may help this person become an asset to you.

The low performer is different from the difficult person. The low performer might even have a tremendous attitude and enjoy their work. They may try very hard. These facts often result in an inexperienced supervisor to do nothing. The professional supervisor deals with low performance. They provide every support possible to help the low performer to achieve an acceptable performance level. They provide training and even move the person when possible. However, the bottom line is all low performers must be dealt with.