rinse流利说商务英语L5 U1 P4

2021年1月9日发(作者：纪如璟)
Lesson1 Employee type
Difficult employees often fail to conduct themselves in a professional manner.
Here are some common types of difficult employees.
Employees who make excuses
Employees who make excuses try to avoid responsibility when things go wrong.
If a manager is too accepting of excuses, employees will keep making them.
So it’s better to set clear expectations about how employees should behave.
Employees who gossip
Employees who gossip spread rumors and talk about people behind their backs.
If they hear confidential information, they will likely tell other people.
They can cause serious divisions within a team by creating distrust.
Negative employees
Negative employees often complain about their job or company.
Overtime their altitude can spread to their co-workers and lower team morale.
To deal with an negative employee, try to find out what is causing their negativity.
By understanding why they’re being negative, you could help improve their altitude.
Egotistical employees
Egotistical employees are self- centered.
They always claim to be right and not willing to accept other people’s opinions.
They often put their need before the needs of the team, which make them bad team players.

Lesson 2 How to handle them
Difficult employees are hard to manage, but they shouldn’t be ignored.
Here are some guidelines that can help you handle them.
Observe the behavior
Before actually approaching difficult employees, you need to observe their behavior.
Consider how their behavior has changed, or how it has been a problem.
Collect facts about difficult employees’ behavior, instead of speculating or believing office’s
rumors.
Listen to the employee
You can have a one- on-one conversation with the employee to listen to what they have to
say.
It gives them a chance to explain and may help you identify the cause of their behavior.
For example, they may have personal problems that make them negative.
Or maybe they feel undervalued, or are even unaware of how they’re acting.
Discuss solutions
Once you know what is causing their negative behavior, you can come up with solutions for
it.
For example, if an employee feels undervalued, you could concern giving them more
responsibility.
Addressing the core needs of an employee can improve their behavior.
Follow up with the employee
After the discussion, regularly follow up with the employee to check their performance.
Throughout the process, you need to offer advice and be supportive.