Convince Rogue Employees to Join the Team
Part 1 of a 3 part series on employee relations; 2 ½-minute read
by Mary Boza Crimmins
Leroy Jethro Gibbs. NCIS fans know I’m referring to the rogue character who leads a crime-solving team of other rogue characters. Even if you’ve never seen NCIS, you’ve watched a program with a lead character who ignores rules. They defy authority, all in the name of justice and saving the world.
Rogue is entertaining. And rogue characters are endearing and heroic. It’s fiction, and I love it. But in the workplace, the rogue employee is frustrating and disruptive. I know what it’s like. When my husband and I purchased our business, we inherited rogue employees. They were talented and did their jobs. Yet, because policies were nonexistent, each was doing his own thing. Their habits didn't fit our vision. We wanted consistent quality, outstanding customer service, and efficient production.
The resistance was sometimes palpable. I'll be honest; we weren't prepared for rogue. We learned though, and put our policies into action. Each employee stayed with us while we owned the business.
Rogue employees can be your most talented. But what are they costing you in time, frustration, and harmony? So how do you convert the rogue to a collaborative employee? Or even better, how do you avoid it in the first place? Here are three action steps.
1. Write your vision, know your vision, communicate your vision
Write your vision and communicate it. Your vision must describe the ideal employee. Know what you expect and communicate. Even if you’re a solopreneur, have a description of what you need to do and be like. Then as you grow, you're prepared for your first employees. Here’s a short how-to on writing and implementing your vision.
2. Have policies and put them in place
Have concise, user-friendly, and updated policies and procedures. Written communication is essential to all businesses. You also need to review your policies and procedures periodically with your team. Do a SWOT analysis (strengths, weaknesses, opportunities, threats). Also, conduct a STOP DOING session. Get creative and gamify reviews of your policies and procedures. Not sure what to do, ask me.
3. Take time to develop your team
Take time for effective employee development by communicating your expectations and coaching when necessary. Remember, the rogue, as with all your employees, needs to be appreciated. But, you must address rogue behavior privately, specifically, and immediately. Be prepared to listen to their ideas. Also, be ready to explain the global picture. The rogue tends to view priorities from their limited perspective.
Effective employee development doesn’t stop at the orientation. You know that. This section is difficult to condense. Future posts will address employee development and relations.
For now, it starts with your written vision. What does the ideal employee look like? Next, it requires clear, written job descriptions. Remember to include a generic line stating the job description is not comprehensive. Duties can change. More responsibilities may be necessary to fulfill your organization’s mission. Writing is the foundation. And follow-through is essential.
Let’s take it from the top. How do you avoid rogue behavior?
Communicate your written vision.
Communicate your written policies and procedures.
Communicate your expectations and have them in writing.
See a trend here? Communications and writing can reduce employee-related stress.
Crimmins Communications can help you transform your rogues into team players. We ensure that you have clear, concise policies and job descriptions. We can develop engaging training tools. We also can provide a neutral moderator to conduct STOP DOING or SWOT sessions.
How have you coached the rogue? Were you once a rogue? Share in the comments section.
Let’s chat about updating or creating your policies and procedures.
Next in the series is “Coaching the Mistake Maker.”
