Knock-Out Poor Attitudes: Defeat the "It's Not in My Job Description" Mindset

Association of Business Training
March 19, 2014 — 1,033 views  

A bad attitude at the workplace is something that is quite easy to identify, but it can be difficult to get rid of it or to even quantify it. Things such as aggressive body language, eye rolling, derisive tone are hallmarks of the “It's not in my job description” mindset of an employee. The best way to tackle this could be to record the instances in writing. While this may seem silly to many managers, it is actually quite necessary. It may not be possible to change the attitude of a person, but it may not be too late to correct problems that may have come about as a result of bad attitude.

Record bad behavior

Often, people confuse bad behavior with bad attitude. You must remember that attitude is something that is highly subjective and what may seem like a poor attitude to you could seem normal to another person. It is also not quite possible to document a person's attitude. However, it is possible to record the instances of bad behavior. This will play a vital role in correcting and effectively guiding your employees. Record of bad behavior will also amount to proof of poor attitude.

Policy and other documentation

Once you have documented instances of bad behavior, it is time to act upon it by referring to the company's policies. Look for any violation and limit the discussion only to the instances where there has been a violation of policy. Simple things such as asking for an explanation regarding why the employee did not comply with the organization policy can make a huge difference in dealing with poor attitude.

Role of higher management

The next line of response in case of the absence of a plausible explanation for bad behavior would be to share the documentation with other members of the management and the human resources department. This will not only provide you with an unbiased solution, but will also help you learn more about the issue and arrive at a proper conclusion. It is also a good idea to discuss the documented incidences with other members of the management.

However, throughout the ordeal, it is very important for you, as the manager, to keep a positive attitude and assume that the employee wants to change and improve his or her attitude as well as behavior. Explaining issues about how their behavior is affecting the organization can help remedy the situation immediately while also correcting the attitude of the employee under question. 

Association of Business Training