Resources and Tools

Resources and Tools

Welcome to the BEST resources and tools area of the Academy's Web site. Under the leadership of the Business Enhancement Strategies and Techniques or BEST Committee, we've pulled together the very BEST tools and ideas to benefit every audiologist in every practice setting. You are welcome to adapt these materials for your own use.

Tip of the Month: April

Dealing with Difficult Employees

No matter what your role at your work place (e.g., business owners, managers, supervisors, preceptors, and co-workers), we have all had to deal with a difficult employee. There is usually at least one person at your office whose performance is not up to par, or does not play well with others, or does not meet your expectations. The fact of the matter is that managing the difficult employee can result in you spending large amounts of time and energy devoted to stressing about how to handle the situation. Ultimately, this wasted energy can cost your business in profitability and productivity. Below are some actions that you can take to help deal with a difficult situation head on, as opposed to avoiding the inevitable.

Listen. Sometimes just sitting down and talking to someone can save the day!  Understanding your employee's situation and getting an idea of what barriers may be contributing to decreased job performance can make a big difference in how that person approaches job tasks moving forward. Sometimes people just need to feel that their opinion matters and that they know they are supported in the work place.

Feedback. There is an art to providing feedback. However, providing employees with timely feedback is essential in attempting to change behavior. Whether the feedback is verbal or written, it needs to be clear, concise, and specific in order for the person to understand what needs to be accomplished in order to improve the behavior.

Create Action Plans with Firm Dates and Consequences and Be Consistent.  If employees do not perceive any negative consequences for their actions, they may not ne motivated to change. Set realistic standards and be consistent when holding your employees accountable.

Set Realistic Expectations for Yourself and Be Willing to Have the Honest Conversation. To tell yourself that the difficulty employee will turn into your star performer over night or that the employee with never change, sets you up to be very disappointed.  Changing behavior is a process that takes time.  However, there is only so much you can do to motivate change. If you feel that you have taken the proper steps to facilitate change and the employee is not succeeding, be prepared to let the employee go or have an honest conversation that maybe the job position they are in, is not the best fit for them.

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