What to do before talking to a disruptive employee

When a team member's disruptive behavior, negative attitude or lack of accountability hampers team morale and productivity, identify their specific problem and have a clear goal in mind to help them improve performance and measure success before having a conversation, says human resources consultant Wendy Sellers. "Even if a conversation addresses a behavioral issue, continuous support and check-ins are vital for sustainable improvement, and to let that difficult person know that you -- as their manager -- are not going to let their behavior slide," Sellers says.
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Put it into practice: If your team member is having noticeable mood changes or is performing poorly, they may be experiencing some personal issues, Sellers says. "Managers should be aware of company benefits, including therapy, so they can provide that information to the employee and allow time off to get help while also holding the employee accountable for their behavior and performance."

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