How to Manage a Non-Cooperative Employee

It can be frustrating to have a non-cooperative employee in your company. Not only that, such behaviour can cause resentment and a drop in morale among other staff members. If this issue goes unchecked, non-cooperative workers can affect workplace productivity, alienate customers or clients, and cost your company revenue and profit. 

Here's how to deal with non-cooperative employees:

 

1. Meet the non-cooperative employee

There's a chance the non-cooperative worker is not aware of their attitude and how it hurts their colleagues. It is best to talk to them in private and address your concerns. 

Describe to them specific examples of their non-cooperation and explain how it affects others. Be mindful and approach the first meeting in a non-confrontational manner and concentrate on facts. 

Give the non-cooperative employee some time to reply to your criticisms and explain their behaviour. 

 

2. Help the employee set goals

Suppose the offending employee is unaware of their poor behaviour and wants to improve themself. In that case, we as employers should help the employee set specific goals to become a participating and contributing member of the organisation. 

Some of the measurable objectives we can set include:

• Decrease the number of complaints issued by colleagues by being more cooperative. 

• Help the employee improve communication with coworkers by demonstrating the right way to address differences, interact, and negotiate.

In order to assess the non-cooperative employee's progress, it is best to follow up with them regularly.

Employers need to be careful when managing a non-cooperative employee.

3. Issue the non-cooperative employee a warning

If the non-cooperative employee is defensive or denies their behavioural issues, give them a formal warning with specific instructions and consequences. The employer should also develop a written plan for actions that require changing and a timeline to gauge progress. 

If the worker is open to conflict mediation with coworkers, prepare a date for it. 

If the non-cooperation stems from a lack of training or ability, the employer should reconsider putting the employee in another area of the organisation that matches their skills or provide job training to help them improve their performance. 

 

4. Work with other colleagues

While the non-cooperative employee improves their skills, the management should help other workers find ways to support the employee in their efforts. 

Your staff will appreciate how you address the issue and look for real solutions. 

Leaving the issue unresolved could cause resentment among employees, who feel burdened to assume the responsibilities of the underperforming coworker. 

 

5. Dismiss the non-cooperative employee

If you have tried your best to engage the non-cooperative employee and still failed, then the last option is to terminate their employment. 

Make sure you document your efforts to help the employee improve their performance.

When conducting the termination, you should reiterate your attempts to rectify the issue and point out the worker's continuing failure to comply with your requests. 

 

As employers, we must prepare for anything when managing non-compliant employees. It is crucial to help them and exhaust all avenues before resorting to termination as the employee could file for unfair dismissal. 

Click here to Post Job for 30 Days + Get Extra 30 Days >> https://bit.ly/3572wfO
If you have any questions, please feel free to Whatsapp us at 018 966 6610 / Click Here >> https://bit.ly/3xcII6G

 

Articles that might interest you 
What You Need to Know About Program Subsidi Upah (PSU) 4.0
Latest Dine-in SOPs for Phase One of the NRP
KPDNHEP Allows Further Relaxation to More Sub-Sectors