Tips on Handling Difficult Warehouse Employees

In almost every workspace, there will always be that one employee that’s so difficult to deal with. This brings so much frustration, especially to managers, because how do you even deal with difficult employees? Some may just be really like that in nature, they definitely mean well but can’t normally do what’s expected of them. In some cases, an employee gets into a fight with almost everyone at work, and they just can’t seem to get along well with others.

There are different types of employees that are hard to deal with. Yes, you read that right, difficult employees still vary. One person is different from the other, and maybe sometimes, people just really have a lot in their mind that’s why they can’t seem to go along with their co-workers, or can’t do what’s expected of them.

Warehouse spaces are busy places. When you think of it, all warehouses, like from LS Commercial, are productive spaces where there are strict operations that could go on for a long time. Employees work in and out, and operations go on for hours, which means it’s not impossible to encounter difficult employees within the area. What’s bothersome about it is that in warehouses, you should take extra precaution because most materials are either flammable or hazardous. So, how do you handle difficult employees without the risk of burning down the whole warehouse? In this article are tips on how to handle difficult warehouse employees.

Listen to Them

Sometimes, when we continuously see and interact with these types of employees, we tend to shut the door and immediately think that they’re hopeless. But, they’re not. Sometimes, all you have to do is take a moment, ask them if there’s anything wrong, and really listen to what they have to say. In some cases, an employee’s poor work performance could be an effect of a current challenging situation he is facing. Just by listening to him, he realizes that he’s not alone in whatever situation he’s in. Try to understand where difficult employees are coming from, so you could also think of ways on how to help them.

Aside from that, as a manager, you should also learn how to focus more on the problematic behavior and not the person. As mentioned, this behavior may be an effect of a life situation; hence, learn how to separate the person from the problem. What needs improvement is the behavior, so don’t take it against the person.

Give Them Feedback

More often than not, managers tend to complain about difficult employees but never really talk to them or give them constructive criticism. How will employees know if they’re doing anything wrong if you don’t provide them feedback?

Giving your employees clear feedback can actually help them be better at something they’re terrible at. Giving them feedback doesn’t mean they’re awful, it means you see potential in them, especially if they start working on some areas of their work that needs improvement. Good managers know that constructive criticisms are what most employees need to hear in order to avoid either overconfidence or poor work performance.

Plan a Solution Together

When you sit down with the employee and tell him about how his behavior bothers you or the team, don’t just enumerate his problematic traits. Instead, after confronting him, try to develop a solution together. Try suggesting what he can do to improve. Sometimes, these problematic employees don’t know where to start when it comes to “fixing” their self. The best option left for you to do is to continue sitting down with him and talk about possible solutions or adjustments he (or the both of you) can do to improve his work and his relationship with his co-workers.

Provide Consequences

If at some point, you don’t see any changes in his behavior, or if things start to get worse, you have the authority to set consequences. These types of employees must know when they’re entirely wrong, and as the manager, you have the responsibility to look after the overall well-being of not just one but all of your team members. If a difficult employee continues to be problematic and starts affecting other team members’ work performance, you definitely have to do something about it. Make him understand that all wrong actions have specific consequences.

Aside from that, be brave and bold enough to endorse difficult employees for termination if nothing really changes. One loss can save your whole team and the overall warehouse productivity and work performance.

Wrapping Up

Dealing with difficult employees is never easy nor fun, but it’s your responsibility nonetheless. Learning how to be an efficient manager, especially when you have these types of employees, can significantly help you in leading your team members. Not only that, but you also get to establish an authoritative front, which will eventually help you hone and train future potential managers in the long run.

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