In each collective, managers will often come across one or several cases where employees can do the job but are demanding and constantly demand benefits: salary increase, promotion, improvement of working conditions … while they are not really "good enough". This is also a problem managers need to solve. Please refer to some experiences shared by the Head of Human Resources CareerLink!

Straight talk

Dialogue is always the shortest and most effective way for you to understand your employees. Therefore, you should have frank conversations, ask questions and listen attentively to understand their aspirations and goals. If the employee's requirements match their ability and dedication to the job, encourage them, let them know that you understand they are doing well and will create the conditions for them to succeed. However, they need more time to prove their competence and gain experience. Analysis for your employees to understand that, given the general conditions and context of the company at the present time, with their position, the benefits they are receiving are appropriate.

At the same time, you should provide timelines that will meet or partially meet their requirements after testing their capabilities if they are likely to bring specific benefits to the company or completely. achieve the goals set at work.

Based on company rules or regulations

When you are managing on the basis of common principles and regulations, show those employees that all employees with the same ability receive the same benefits. They are not special or are being treated unfairly. They want to get more, they have to give more, according to certain criteria of the company.

Based on general rules or principles, if an employee's demands are excessive, gently but firmly refuse. Unreasonable demands should not set a bad precedent. Also, if you accommodate one person's demands, the rest of the group may feel unfair. Be fair in evaluating the entire team and providing advancement opportunities for all employees, not just the most demanding.

Take care of them

It sounds strange, but this can be very effective. Of course, as a manager, you have a duty to take care of all members. However, some people like to be demanding because they want attention, attention and recognition on a regular basis. You need to be subtle to realize what is the real motive behind their claim. Sometimes with sincere concern, timely recognition, you can change the attitude of demanding employees and earn their great contribution to the company.

Show employees value other than salary

Show your employees the value other than the salary they receive… Share with them about the company's big goals, help them understand how the company creates a good working environment, the Human values "tangible" the company is aiming for, or "playground" for everyone to live with passion and talent. Show them the meaning of your work, its impact on the community, and the personal development of each person in the group.

When you demonstrate and help employees understand that working in your company, your team, employees will reap more value than money, they will want to contribute more.

Alternatives

Some employees who are capable and hold quite important roles often consider themselves entitled to higher demands than others. If the superior does not meet their “demands”, it is possible that the person will react negatively, affecting the overall work of the group. In case you have tried many ways but they still do not change, think about choosing a replacement. Train, guide, assign tasks to others on the team so that the employee no longer holds an “exclusive” position. When they realize "without auntie, the market is still crowded", their role can also be replaced, they will no longer be too demanding.

If the employee still finds it difficult to accept, they can find another job, you are prepared for this so there is nothing to worry about.

Source: According to CafeF