Dealing with Jerks

Every supervisor has a story about the employee from Hell. This Forbes article has some good points on how to deal with them.

I'd emphasize the importance of coordinating with Human Resources and your organization's lawyer and then - major point - setting a deadline. Far too many employers permit problems to drag on month after month and all it does is cause the organization to look weak and impotent to the other employees.

Earth to Employer: The jerk employee who miraculously turns around is a scenario that occurs roughly as frequently as a major comet. It's a Hollywood ending that is nice if it happens but is hardly to be expected.

This doesn't mean that you rush to terminate. It means you don't procrastinate. As a matter of course, you should check to see if there is something, such as lack of training or a need for clarity regarding work priorities, that is keeping the person from performing but that shouldn't take too long. Be especially wary of stringing out your coordination and seeing the HR people one month and then the attorney four months later and then upper management a couple of months after that.

It can be far more efficient to get the major decision makers in the room at the same time, come up with a plan for resolving the matter and then stick to it.