Once an employee turns cancerous to the overall company culture, becomes openly insubordinate, or even just has a consistently crap-tastic attitude at company meetings, you really only have two choices.

1. Confront the issue with the goal of re-engaging them with the desired company culture and Brand. NOTE: There is A LOT of if-then scenarios packed into this option!

2. Confront the issue to simply promote them to customer before something occurs that causes true damage to your operation, brand, or team morale.

It is important to note that WHY they became cancerous does not actually matter. Even if it is legitimately and quantifiably YOUR fault… Management can only correct an issue (perceived or real) once it is accurately identified, confronted, and ALL involved parties are interested in a solution rather than being stuck on the ‘problem’.

I know, I know: this is easier said than done as I am safely tucked away in my remote office in MN. Most times though, you need someone not personally involved with the situation(s) to see a clear path through. It is almost never a happy ending scenario, but the long term benefits of taking quick & decisive action is incalculable.

All that said, do your best to ensure your operation is running as compliantly as possible to minimize the stress that squirrelly employees can cause! No matter the industry (Marketing, Consulting, Trades, Yoga Studio, whatever) you need the four corners of a sustainable operation’s foundation:

• Established Policies (Handbook)
• Training
• Intentional Communication
• Accountability

As always, I hope this helps!

PS. Is it funny or disturbing that the same four principles are just as important for parenting as it is for managing employees? 🤣🤣🤣 ...