我们的聘用前筛选流程将帮助您剔除不合格的候选人，以免他们成为不良员工。但是，在雇用我们之前，您可能犯了一些错误。如果是这样的话，这里有一些关于处理坏员工的有用提示。 

专业 

与糟糕员工的任何会议都需要以高专业标准举行。请务必记住，您与员工之间存在专业关系。 

如果您记住每个员工都是被雇佣来执行特定任务的，那么将流程的这一部分保持在较高的水平应该会更容易。 

不要做假设 

您需要做的第一件事就是询问员工是否知道他们的不良行为。这应该始终在私人环境中完成。可能涉及一些个人因素和一些家庭困难，实际上影响了他们的工作表现。 

如果他们需要一些东西来恢复他们生活中的个人方面，您应该准备好并能够提供您公司拥有的任何资源。即使我们提供的行业领先的就业前筛查也无法预测某些事件，例如家庭悲剧和意外疾病。 

建议升级 

寻找并尝试实施对员工绩效的任何升级非常重要。提出建议总是有帮助的。请记住，期望每个人一直相处在一起可能有点不切实际。然而，建立一个每个人都相互尊重的工作环境是强制性的。 

重要的是，您不要回避谈话或回避员工表现不佳或行为不佳的问题。重要的是要记住，您提出的任何建议都应该是有益的和积极的。强调或强调他们的消极表现对任何人都没有任何好处。 

谨慎选择语言 

最后，当您与表现不佳的员工讨论变革时，如果您可以谨慎选择您使用的语言，这是一个好主意。不要对员工进行个人批评，这一点非常重要。指出您认为令人反感和无益的行为是可以的。 

在大多数情况下，实施其中一些建议可以帮助您纠正员工的不良行为。请记住，我们的就业前筛选服务可以帮助您将合适的候选人与合适的工作相匹配。

Be Professional 

Any meeting that you have with a bad employee needs to be held to a high professional standard. It’s important to keep in mind that you have a professional relationship with your employees. 

If you keep in mind that every employee was hired to do a specific task, it should be easier to keep this part of the process on a high level. 

Don’t Make Assumptions 

One of the first things that you need to do is ask the employee if they are aware of their bad behavior. This should always be done in a private setting. There could be some personal factors involved and some difficulties at home actually affecting their work performance. 

If they need some to get the personal side of their life put back together, you should be ready and able to offer any resources your company has. Even the industry-leading pre-employment screening we offer can’t predict certain events like family tragedies and unexpected illnesses. 

Suggest Upgrades 

It’s important to look for and try to implement any upgrades to an employee’s performance. Making suggestions is always helpful. Keep in mind that it might be a little unrealistic to expect everyone to get along together all the time. However, establishing a work environment where everyone has respect for each other is mandatory. 

It’s important that you don’t avoid the conversation or skirt the issue of any bad performance or behavior on the employee’s part. It’s central to keep in mind that any suggestions you bring forward should be helpful and positive. It doesn’t do anyone any good to stress or highlight their negative performance. 

Select Language Carefully 

Finally, it’s a good idea if you can select the language you use carefully when you’re discussing changes with an employee who is underperforming. It’s very important that you don’t criticize the employee personally. Pointing out behaviors that you found offensive and non-productive is fine. 

In most instances, implementing a few of these suggestions can help you fix an employee’s bad behavior. Keep in mind that our pre-employment screening services can help you match up the right candidates with suitable jobs.