What to Do When a Longstanding Employee Goes Rogue

Employees can go “rogue” in all kinds of ways and for all kinds of reasons.  I’ve been blindsided as a manager by employees who took a small project and blew it up into something huge (unnecessarily). I’ve also experienced unexpected changes in workplace behaviours from employees who’d worked for me for a long time.  It’s tough because it erodes trust that’s been built up over time, and can also impact overall operations when you no longer feel you can rely on someone who was always very reliable in the past.  As a leader, you have to get to the bottom of it fast, here’s why:
 

• When a longstanding employee starts becoming disrespectful at work, it can create a toxic environment that affects the productivity and morale of the entire team. It's important to address the issue promptly and effectively to prevent it from escalating further.

 
However, when the disrespectful behaviour is new and the employee has been a great employee up to this point, it's important to approach the situation with caution and sensitivity. There could be underlying reasons why the employee's behaviour has changed, such as personal or work-related stress, health issues, or changes in their personal life.
 
Here are some steps you can take to address the situation:

• Schedule a private meeting with the employee: Start by scheduling a private meeting with the employee to discuss the issue. Open by asking them how they’re doing and be ready to listen; they may share something that explains things, but still means changes need to be made.  Help them understand the reason why you’re speaking with them today (and adjust depending on any new information coming to light from your employee).  Be honest and specific about the behaviour that is causing concern, while approaching the conversation with empathy and an open mind.

• Keep it professional:  Giving feedback to a longstanding employee often means you may have information about them that goes beyond the workplace, or even the working relationship. This will make having this discussion more difficult as you need to act in the capacity of their manager (not their friend), while being empathetic and open-minded.  Be mindful to help the employee understand in what capacity you’re speaking with them, and why it’s helpful to both of you to remain in your professional roles for this conversation.

• Listen to the employee: Allow the employee to share their perspective and explain any underlying reasons for their behaviour. Make good eye contact and ensure you don’t interrupt while they’re speaking, particularly if they are giving you feedback about something that’s impacting them at work.  If you need more time with the information before responding to your employee, take it: Thank them for bringing the information forward and set a time to meet with them again in the next 24 hours.  Continue to be empathetic and try to understand their point of view.

• Provide feedback: Provide feedback on how the employee's behaviour is affecting the team, business and the workplace (i.e., clients, etc.). Be clear about your expectations for their behaviour going forward, as well as the support you can provide while they make the necessary changes.

• Offer support: Offer support to the employee, whether it be through additional resources (like group insurance benefits, etc.), flexible work arrangements, or time off to address any personal or work-related issues that may be affecting their behaviour.

• Follow up: After the meeting, follow up with the employee at expected and regular intervals to monitor their behaviour and offer support as needed (balancing this, as you don’t want to become a micro-manager). Provide positive feedback when the employee demonstrates positive changes, and be prepared to take further action if necessary.

 
Longstanding employees are the back-bone of any team or business, so it’s important to address the situation with empathy and understanding, while also being clear about your expectations for this employee's behaviour going forward. By offering support and following up regularly, you can help your employee improve their behaviour and get back to being the great employee you know them to be.
 
Additional things to consider in preparing for a feedback conversation with a longstanding employee include:

• Identify the issue: The first step is to identify the specific behaviour that’s causing the issue (i.e., disrespect or other unwelcome behaviour). Take note of the incidents, the frequency, and the severity of the behaviour.

• Set expectations everyone can follow: Be clear about your expectations for the employee's behaviour going forward; share that this is the expectation for everyone at work, not just them. Discuss specific actions that the employee can take to improve their behaviour and ensure that they understand the consequences of continued disrespect for the workplace, the business and their role.

 
It's important to address disrespectful behaviour as soon as it becomes apparent, to prevent it from affecting the morale and productivity of the entire team. This can be a hard move, especially if you’ve never had to speak to this employee this way in the past.  However, as difficult as this is, it’s a worthwhile investment.  By being clear about your expectations and following up regularly, you can help the employee improve their behavior and maintain a positive work environment for everyone.

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