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How to Manage Difficult

Government EmployeesPRESENTED BY STEWART LIFF

FEBRUARY 12, 2015

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ABOUT STEWART LIFF

• Author of 7 books including: – 98 Opportunities to Improve

Management in Government

– A Team of Leaders

• 32 years with the government,

many in HRM

• SES for 12 years

• Represented the government

on 30 hearings

• Now a PI Fellow, consultant,

speaker and teacher

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Also a classically trained fine artist

ABOUT STEWART LIFF

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HOW TO MANAGE DIFFICULT GOVERNMENT EMPLOYEES

According to McKinsey:

“…negative interactions with

bosses and coworkers have five

times more impact than positive

ones.”

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HOW TO MANAGE DIFFICULT GOVERNMENT EMPLOYEES

Of surveyed employees:

• 28% agreed that in their work

unit, steps are taken to deal

with a poor performer who

cannot or will not improve

The trend has been negative,

since in 2011, 31% agreed with

this statement.

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HOW TO MANAGE DIFFICULT GOVERNMENT EMPLOYEES

• It’s all about building an

engaged, committed and high

performing workforce

• To do this, you need to win the

battle for the hearts and minds

of the middle 80%

• Why managers struggle to deal

with difficult employees

• All you need is the will and the

skill

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HOW TO MANAGE DIFFICULT GOVERNMENT EMPLOYEES

Five Warning Signs of Difficult Employees:

1. All the employees knows who they are

2. They tend to be cynical and see the worst in others

3. They are unusually critical of management

4. They rarely take responsibility for their actions

5. They undermine your organization

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HOW TO MANAGE DIFFICULT GOVERNMENT EMPLOYEES

The Four Keys:

• Your management team/your

advisors

• Your approach

• Attitude/Fear

• Lessons learned

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HOW TO MANAGE DIFFICULT GOVERNMENT EMPLOYEES

Your management team

• Everyone must be on the same page

Your HRM advisor

• What’s his/her philosophy?

• If they doesn’t give good advice, get another advisor

The Impact of Reinventing

Government

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HOW TO MANAGE DIFFICULT GOVERNMENT EMPLOYEES

Suggested Approach:

• Identify the problem employees (everyone knows who they are)

• Don’t give up before you start

• Deal with them (don’t move them around)

• Keep it simple stupid

• Use the probationary period

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HOW TO MANAGE DIFFICULT GOVERNMENT EMPLOYEES

Suggested Approach (continued):

• You should serve rather than

receive

• If they never cross the line, change

the line

• The objective is to be on offense,

not defense

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HOW TO MANAGE DIFFICULT GOVERNMENT EMPLOYEES

How to Deal with a Difficult Employee:

• Let the employee know your expectations

• Let the employee know when there is a behavior and/or performance issue*

• Listen to the employee’s perspective

• Tell the employee what he/she needs to do to improve

• Advise the employee of the consequences if he/she doesn’t improve

• Help the employee improve

• Take the appropriate action if he/she doesn’t improve

The principle of reliable consequences

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HOW TO MANAGE DIFFICULT GOVERNMENT EMPLOYEES

How to Terminate for Conduct:

• If you’re going to take an

action, take a strong one

• Bring a problem to a head

ASAP

• Don’t misunderstand

progressive discipline

• You’ve got the weight of the

government behind you

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HOW TO MANAGE DIFFICULT GOVERNMENT EMPLOYEES

Performance-based Action:

• PIP

• If employee fails, must prove

case by substantial evidence

• 3rd party can not mitigate

Conduct-based Action:

• No PIP

• Must prove case by

preponderance of evidence

• 3rd party can mitigate

(reassignment, demotion,

suspension)

Performance: Two Possible Approaches

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HOW TO MANAGE DIFFICULT GOVERNMENT EMPLOYEES

Your Mindset:

• Yes, you can remove a federal

employee – it’s up to you

• Relatively few removals are

reversed by third parties

• Plenty of chances to settle

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HOW TO MANAGE DIFFICULT GOVERNMENT EMPLOYEES

If You Go to a 3rd Party:

• Have an expert represent you

• Have good documentation

• Prepare your witnesses*

• Whoever paints the better

picture wins

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HOW TO MANAGE DIFFICULT GOVERNMENT EMPLOYEES

Lessons Learned:

• Document, document, document…

• You don’t need a perfect case

• Avoid 3rd parties if you can, but don’t fear them

• Better to occasionally lose a case than to never take an action

• Let them fight you from the outside

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HOW TO MANAGE DIFFICULT GOVERNMENT EMPLOYEES

Any Questions?

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THANK YOU FOR JOINING US!

Performance Institute

www.performanceinstitute.org | 877-992-9521

Stewart Liff, PI Fellow

Stew@stewartliff.com

www.stewartliff.com

661-714-8958 | @stewartliff

Reminder: April 20-21, 2015 PI Training Class

Managing Individual and Organizational

Performance