The management of difficult employees: 9 is made to the document and why

Many of my managers and supervisors in the conduct of workshops coming to me privately regretting that I am not an event with a personal document. Many times they report that, over time, the difficult employee only worse. Soon, they had to employ people. I often say: "The lack of documentation was new to me." Many managers and control of people are overweight now, and we honestly, it has time. Unfortunately, for those who often feel are spending 80% of their time with people difficult. I am amazed by the number of appointments they do not know exactly what needs to be documented. So here is a list of things that if a problem employee. 1. Date, time and place of the documentation in case you need depending on your location. 2nd The date and time when the accident occurred. 3rd The difficult employee a full name. 4th Place where the accident occurred. It is in your office or were working? 5th The witnesses present. Add the names of people that the event, and came to you to ensure the plight of workers. Although personally not respected, often, many people are all saying the same thing \ 's general rule, a pinch of truth. 6. His action during the period. Have something to say on this staff? If so, how? Be as specific as possible and with the facts. Is not subjective. 7th The staff of the reaction. If you talk to the staff, as they have reacted? Once again, as concretely as possible. Stick to the facts, as he acted and what he said. 8th Any other little 'things that you have information on employees of the difficulties a radical change in his personality. 9th Your signature. (Don \ 't, the collaborators' s signing of the agreement is purely and simply to remember facts.) In dealing with a difficult employee, the documentation is not something that would show them. And 'his observation, the documentation alone. E 'for the items and your human resources department if you have one. Keep this information in a file and do what your organization requires that the policy to do so. Each company is different. During the documentation of the facts. You always want to, unlike the subjective objective. In this way, it is unlikely that employees may difficult to say, "Well, it's just perception. You are only commands on me." As long as you can remember facts and figures, it is difficult for them to create, for example with you. It is likely that whatever you write, whether at work or at home, can be played before a jury. Take a "sense" of the equation. Concentrate on the facts and certain behaviors, such as missed deadlines or dates and times of the staff has been difficult for the end of work. And remember also that the documentation of everything you tried to save her. For example, you write that you are training. Since, unfortunately, difficult relationships with staff, are often on fire.