How to handle employees who repeatedly make the same mistakes
Dealing with employees who repeatedly make the same mistakes is one of the most frustrating challenges for managers. You’ve likely spent time coaching, offering guidance, and issuing warnings, yet the behaviour doesn’t seem to stick. While short-term improvements may occur, employees often return to their old habits, leaving you feeling helpless and defeated.
This ongoing cycle can be emotionally draining. As a manager, it’s easy to feel like you’re fighting an uphill battle when attempts to correct behaviour fall short. The issue isn’t just about holding employees accountable; it’s about understanding why they struggle to change in the first place. The root causes of their actions often go beyond simple lack of effort. Identifying and addressing these underlying factors is crucial to finding a lasting solution.
Without a clear understanding of why employees struggle to change, frustration will continue. This will affect not only our team’s performance but also our leadership effectiveness.
Root causes of employee behavioural challenges in the workplace
Understanding why employees struggle to change their behaviour is essential for finding a lasting solution. Often, managers believe they’ve provided clear guidance, yet the behaviour persists. The key to solving the problem lies in identifying the underlying causes. Each issue requires a unique approach. Poor communication, lack of training, ingrained habits, personal confidence issues, and poor attitude are potential factors that prevent behavioural change.
Once you recognise the root cause, you can tailor our approach to address it effectively. Let’s take a closer look at the most common reasons behind these challenges and explore strategies to overcome them. Understanding these issues will not only help us support our employees better but also improve overall workplace dynamics.
1. Poor communication and employee behaviour management
As a manager, you might think you've communicated our expectations clearly, yet the message doesn’t always reach employees. Communication is a two-way process, and different people interpret messages in different ways. What makes sense to you might not be clear to them, and this gap can lead to misunderstandings and unaddressed behaviour.
To improve communication, consider adjusting our approach:
- Explain the issue to an independent third party: Asking for feedback helps identify areas where the message might not be coming across as intended.
- Use a variety of communication methods: Incorporate written, verbal, and visual methods to reinforce key points.
- Regular check-ins: Ensure that the message is understood and prevent confusion by scheduling regular follow-up conversations.
- Foster open dialogue: Encourage team members to ask questions, offer their perspective, and seek clarification when needed.
This approach fosters open dialogue, making employees feel supported and involved. Improving workplace behaviour often begins with clear, open communication and understanding. Effective communication can prevent inappropriate behaviours and misunderstandings. Communication skills are key in changing employee behaviour for the better.
2. Lack of skills or training to drive behavioural change
Another common reason why employees fail to change their behaviour is a lack of the necessary skills or training. It’s easy to assume that once an employee understands what is expected, they can simply meet those expectations. However, it’s often not that simple. Without proper coaching or specific guidance, employees may not know how to achieve the behavioural change we desire.
For example, if an employee struggles with customer service, a general discussion about improving interactions may not be enough. Instead, consider:
- Providing targeted training: Focus on specific challenges employees face and ensure training is designed to meet those needs.
- Role-playing scenarios: These can help employees practise and build confidence in real-life situations.
- One-on-one coaching: Offer personalized feedback and guidance to improve specific areas of performance.
- Show what success looks like: Walk them through the steps required to reach their goals.
Training should go beyond simply explaining tasks; it should focus on empowering employees to understand not only what is expected of them but also why the change is important. When employees understand the purpose behind the change, they’re more likely to embrace it. Workplace behaviour is often shaped by the skills employees have and their ability to carry out their tasks confidently. A list of behaviours in the workplace should include positive behaviour that aligns with company values and work ethics.
3. Overcoming ingrained habits in employee behaviour
Old habits die hard, especially when employees have been allowed to continue certain behaviours for an extended period. If a behaviour has been unchecked for months or even years, it becomes much harder to address. Over time, these behaviours become ingrained. Shifting them requires considerable effort.
The key to overcoming ingrained habits is consistency. Managers must address the issue early and consistently reinforce the desired behaviour. It’s not enough to issue one warning or correction. Change requires a sustained effort over time. Consider:
- Regular follow-up: Reaffirm the expectations and check on progress to ensure the employee stays on track.
- Constructive feedback: Provide feedback consistently and focus on specific areas for improvement.
- Ongoing support: Offer guidance and help as needed to reinforce the desired behaviour.
Be patient. Understand that habit change takes time, and setbacks are a natural part of the process. By maintaining a consistent approach and offering positive reinforcement, you can gradually replace old habits with new, more productive behaviours. Examples of behaviour should be highlighted in feedback, and employees should be reminded of how their actions impact the team and the business. Consistent effort can lead to conflicts being resolved in a more productive way, reducing psychological distress caused by misunderstandings.
4. Personal confidence and employee behaviour change
Sometimes, the issue isn’t about the employee’s ability to change but rather their internal struggles. Even if they understand what is expected, personal insecurities or a lack of self-confidence can hold them back. They may fear failure or feel inadequate, which can prevent them from making the necessary changes.
As a manager, it’s essential to recognise these emotional barriers and address them with care. Begin by offering positive reinforcement for any small steps toward improvement:
- Acknowledge their efforts: Providing reassurance that they are capable of making the change.
- Offer emotional support: Mentoring or additional coaching can help boost their confidence.
- Encourage open communication: Let employees share their concerns and work with them to build their self-esteem.
By creating a safe space for growth and offering consistent encouragement, you can help employees overcome personal doubts and make lasting changes. Workplace behaviour often reflects the confidence and self-esteem of employees, which is influenced by their emotional state and social interactions within the team. This fosters a positive work environment where employees feel valued and motivated.
5. Poor attitude and lack of motivation to change employee behaviour
Some employees simply don’t care enough about the change you’re asking them to make. They may understand what’s required but lack the motivation to follow through. In these cases, addressing the issue can be more complex. If the employee doesn’t care about improving their behaviour, it can be challenging to motivate them.
In these situations, performance management techniques become crucial. It’s important to set clear expectations and explain the consequences of continued poor behaviour. Consider:
- Follow through with formal warnings: Make sure employees understand the seriousness of the issue.
- Take swift action: Address poor attitudes early to prevent them from negatively impacting the team and business.
- Exit the employee if necessary: If the employee remains disengaged, it may be time to make the difficult decision to part ways.
Use the right mix of communication, feedback, and performance management to help these employees improve or transition out of the business. Examples of behaviour with poor attitudes can be addressed with more formal steps, showing the employee the consequences of inaction. When employees work ethically and align with company values, it strengthens workplace relationships and creates a positive work environment where everyone thrives.
Strategies for overcoming behavioural challenges in employees
Not all behavioural challenges are the same, and some are easier to overcome than others. Understanding the root cause is the first step in addressing the issue effectively. However, once you have identified the problem, being decisive is crucial. It’s important to act swiftly and implement the right solution to avoid prolonged frustration or further deterioration of performance. The key to success lies in identifying when an issue can be resolved with coaching or training and when it requires a more significant change. Consider the following:
- Identify when issues can be resolved with coaching or when a more significant change is needed.
- Address challenges head-on and with clarity.
- Act quickly to minimise disruption and help our team stay engaged and productive.
6. When promotion comes too soon for employees
Promotion within a company can be a great motivator, and employees often aspire to climb the ladder. However, if an employee is promoted before fully mastering their current role, they may struggle to meet the new expectations. When someone is given additional responsibilities without having the foundational skills or experience to succeed in their previous position, it can create stress, confusion, and frustration on both sides.
Before promoting an employee, managers should assess their readiness by evaluating their performance in their current role. Ask yourself:
- Have they demonstrated the necessary skills, competence, and leadership potential?
- Have they mastered their current responsibilities?
- If not, it’s important to offer more time and support before moving them into a new role.
Rather than pushing for a quick promotion, consider providing additional coaching and training to help them grow into their current position first. When employees feel well-prepared for a promotion, they are more likely to thrive in their new role and take on the increased responsibilities with confidence. Helping employees understand the impact of their behaviour is vital for a smooth transition into more complex roles.
7. Identifying behavioural misfit: When the job isn't right for the employee
Sometimes, no amount of coaching, feedback, or training will help if the employee is simply in the wrong role. An individual might be highly skilled but not suited for a particular job. For example, someone who is naturally creative might struggle with the detailed, process-oriented work of organising paperwork. In these cases, the employee’s struggle is not necessarily a result of poor attitude or lack of effort, but rather a mismatch between their natural strengths and the role they’re in.
As a manager, it’s essential to recognise when this is the issue. Watch for signs that an employee’s strengths are being underutilised or that they’re consistently struggling despite receiving the right coaching. Look for instances where an employee’s passion or skills don’t align with their current tasks. Consider:
- Transitioning the employee into a role that better suits their abilities and interests.
- Help the employee move on smoothly if no suitable position exists within the organisation.
By identifying and addressing role mismatches early on, you can improve job satisfaction for both the employee and the team, and help the individual find a role where they can excel.
Taking decisive action to address employee behavioural issues
When it comes to managing behavioural issues, decisive action is crucial. Ignoring or procrastinating only prolongs the problem and can lead to further frustration. As a manager, it’s our responsibility to assess the situation, determine the underlying cause of the behaviour, and choose the most effective course of action. Whether the issue lies in communication, skills, confidence, or something else, understanding the cause will guide you toward the right solution.
By acting with clarity and confidence, you can address the problem efficiently, minimise disruption, and create a positive work environment where employees have the opportunity to thrive.
Addressing employee behaviour for a productive work environment
Employees may struggle to change their behaviour for a variety of reasons, such as poor communication, lack of skills or training, ingrained habits, personal insecurities, or poor attitude. Each challenge requires a tailored approach, from improving communication to offering training or making tough decisions about role suitability.
Managers play a crucial role in addressing these issues. Taking responsibility means providing the right support to help employees improve, but it also means making tough decisions when necessary. By understanding the root causes and acting decisively, you can foster a more productive and harmonious work environment.
