How To Handle Distracting And Difficult, Yet Productive Employees

Managing Distracting Employees: This is one of the toughest conversations you will have as an owner of a company. You have a really talented employee who is just not coachable. The big question is whether they are just a distraction or really draining the fabric of your environment. The best way to deal with most of these folks is to challenge them with a new project or some 'special' project where they can be emotionally and intellectually challenged. Otherwise, if the pain persists, you need to let them go.

Managing Distracting Employees: Acknowledge their contributions, connect with them a few times a day at mutually agreed upon times. Give them your full attention during those times AND let them know that other than that you are not to be interrupted unless the building is on fire!

Managing Distracting Employees: ...That is the distraction.

Quite simply productive but distracting employees are handled by keeping them busy on projects that they find challenging and exciting. Pick carefully and you shall be rewarded well.

Managing Distracting Employees: The BEST tactic I have found is to delegate the distraction to my #1 advocate in business, my assistant. If asked, my assistant can be as close to a drill sergeant as you want him to be. His ability to transform from a soft-spoken intellect to a Rambo-style verbal bazooka is awe inspiring!

I'm very thankful he's got my back. His skills allow me to focus on the business rather than the BS.

Managing Distracting Employees: Okay. Please don't get angry on me but sometimes we give tight deadlines to our best employees intentionally so that they don't get themselves involved in other non productive activities. We never block social media sites, we just tighten the deadlines and everything come under control of its own

Managing Distracting Employees: It takes a special management style to keep great yet distracting employees motivated without killing morale for everyone else. Keep your other employees motivated by never harping too much in public on the success of your top star and highlight the talents of other employees in a variety of areas, it doesn't have to be entirely results/bottom line oriented. At the same time, your top star should feel appreciated.

Managing Distracting Employees: If they produce great results, wonderful. However, if they are also distracting the team or you, provide a customized schedule. Perhaps they work as a consultant or part-time, or work from home for part of their day. My larger question is: Superstars are great on Execution and Attitude. You not only have to produce strong results, but also be a strong contributor to your corporate culture. That means maintaining a focus on the vision. So...are they really the superstar you think they are?

Managing Distracting Employees: A top performing employee is a busy employee. Since they're already busy, find new projects and new ideas that will keep them going. This will keep your company going strong as well. If the problems persist in the office, perhaps setting up a satellite office would work, or if possible allow the employee to work from home. An employee of this caliber is worth keeping. Most of all, make sure the social butterflies of the offcie are working too. This could also be part of the problem.

Managing Distracting Employees: Someone distracting you at work? Remember that you are not responsible for others behaviour nor can you change it but you can change your reaction to others and you can choose whether to let them distract you or not. Focus on your tasks and let their behaviour blow over you, if you give them no attention they will soon become bored and the distractions will stop. Put earphones on and listen to some relaxing or motivational music as you work and blank them out as you work and smile.

Managing Distracting Employees: The naysayer - the one who really thinks they can plan it better, do it better. If you want to achieve your organizational goals you must let them try. Instead of excluding, include these people. Make them lead the group. Coach them to learning what it is like to manage others through a process. Responsibility does not come without a price. Give them responsibility, then hold them accountable. Not in a punitive way, in a supportive way. With steady leadership you will all win.

Managing Distracting Employees: Distracting employees can be the red flag in an organization. If one is very productive, they probably are getting sufficient remuneration. Check that out, because they're wanting some sort of special attention and that's why they're acting out. They're either feeling unrecognized, unheard or invisible on some level. I suggest having a person of rank call them and ask for a short meeting. Ask them what kind of attention they need and give them some time to feel comfortable to know and to ask...

Managing Distracting Employees: We all have strengths and weaknesses, and it all boils down [primarily] to our personality style. Some people are superb at working with numbers, concepts, planning, etc; but they can come across as antisocial. Others, on the other hand, are talkative, humorous, and enthusiastic and do a great job at customer service, sales, and other areas where communication is important. The key is to accept that we are all different and we will do a great job as long as we capitalize on our strengths.

Managing Distracting Employees: The best way to handle distracting employees is by communicating the issues you are having with them being a distraction, and a proper resolve for the situation. The resolve can be anything - a chat after work hours or during lunch, scheduled meetings to discuss things or the end of the distraction altogether (if it doesn't add any value to you or the company).

Managing Distracting Employees: I just re-arranged the word "Distracting" and made an sms text lingo which means " The Star Acting " Employee. You see how a Star is hidden in the word "distracting". Let me read out meaning of this re-arrangement in the real world offering a very simple solution.

Like a star performer, distracting employees must :
a. be feeling neglected,
b. not be getting right attention,
c. have unanswered questions.

Speak with them at a neutral place like your home/restaurant but office. Viola!

Managing Distracting Employees: OK the star employee of production can be loud and aggressive by nature. Part of those same elements make for a great, creative and productive employee. You want to keep that balance. If there are more than you and this employee that make up the personnel, the other employees could find it hard to concentrate and work up to their standards with this overbearing personality.
Talk. communicate. Even a star that's dimmed can shine. Keep it workable but toned down for sake of the others.

Managing Distracting Employees: Many companies spend substantial efforts to define their top 10 customers by profitability. If you are willing to dig a little deeper to get a better understanding of those customer numbers, why do you ignore the real costs of the so called top performing employee? When you look at customer costs, you may fire customers, and employees cheer. Why not be willing to do the same on employees?

Managing Distracting Employees: You absolutely right! The 'incredible' employees are usually the most social... one of the reasons they're good in the first place. Catch 22. Channel their chatting by making them embassadors of your company messages. Schedule them opportunities to speak to other staff members in smaller groups. With their engery and excitement - you want them speaking to the rest of the employees!

Managing Distracting Employees: Dealing with "superstars" who distract other employees requires better analysis of real productivity. If your amazing employee is getting everyone else off task, that reduction in productivity of other team members has to be included in the equation.

In my experience (yes, been there, done that), the "superstars" often aren't superstars when you consider their overall influence on the company.

When you did down, you might even find that their superstar status is more bull than brilliance.

Managing Distracting Employees: The best approach to the distracting or any other type of employee that is productive but might have a negative impact on the work environment is to be open and upfront about it with everyone in the office. Let everyone know that it is okay to be different as long as it does not interfere with overall productivity. By making this a regular topic for discussion, it will allow issues to be raised, problems to be solved and should make for the best environment possible for all involved.

Managing Distracting Employees: Looking back over my career, I am not surprised to learn that I was the problem child. Hardworking, full of ideas, not afraid of anyone or anything. But I could be pushy, bossy, & unable to suffer fools(lazy) people easily. I was a star--problem! When I employ them now, I see them as my talent,I make them allies. I tell them I know they are the leaders and hard workers--but they can't change their coworkers into what they want. It alientates & would they please TONE IT DOWN?! It works.!

Managing Distracting Employees: Loose canons fire aimlessly unless given true purpose and fully utilized. Try engaging, rather than merely "managing". If the employee is unruly or distracting, try funneling those energies into the project at hand, rather than doling out busy work or sending them on a coffee run. People realize when they're not being respected. Giving respect can be demonstrated by assigning tasks worthy of individual abilities, and then acknowledging, in a realistic and credible way in front of the team.

Managing Distracting Employees: You will greatly reduce these types of employees in your organization if you hire slow to begin with. Put each candidate through 6-8 interviews with people at different levels in your firm. By the end you will have identified the best FIT for your org.

If this fails and a distracting person gets through who goes against the grain of your work culture, try isolating their job function so co-workers are less distracted.

Managing Distracting Employees: Management has a responsibility to ensure a productive environment for all employees. The best companies are those that thrive with everyone working at full capacity.

The top performer's contributions will need to outweigh the contributions of everyone else combined. If that's not the case, calling that top performer in for a chat is definitely warranted. Do whatever produces the greatest good for the greatest number. And that may entail saying good-bye to your top performer.

Managing Distracting Employees: The only way to handle the annoying but productive co-worker is to distance yourself. Put a sign on your door: "Please don't interrupt: Deadline looming." Don't have a door? Distance yourself with spoken words: "Sam, I need to get to work. I'm sure you understand." Be respectful at all times. Dissing someone will only lead to hard feelings and lower productivity for the distractor. Instead, remove yourself from her presence and work on your own performance.

Managing Distracting Employees: Nothing is more important to your sales success than your number one superstar. He sets the bar for everyone else. What to do when he is a distraction and does not play by all the rules? NOTHING! I have always made it a point to let all my salespeople know that there are a different set of rules for top performers.
They can miss some meetings, come in late, and ask for special favors. Remember nothing is more important to any company than top producing salespeople. Without them where are we?

Managing Distracting Employees: I've always had lots of up beat energy. Years ago a brave peer had to tell me because I didn't realize that my out-going, high energy way of being was sometimes distracting for my peers.I so appreciated her frank honesty. I asked her to give me a signal when my energy and excitment was too much for the meeting or group. She would rub her nose several times and I would breathe, relax and tone down a little. I'm a much more grounded person today because of the frankness of a friend.

Managing Distracting Employees: As a manager, you must help employees grow and develop. Diistracting behaviors may include how they dress, talk or express themselves. If these behaviors turn customers or clients off, address it immediately. Meet with them, focus on the behaviors, not the person, and share clearly how their behaviors effect others and the consequences for them, their colleagues, you and the business. Get their thoughts, share yours, set the expectation for change. Support their efforts, it's your job.

Managing Distracting Employees: When an employee becomes a distraction it can cause other employees to become distracted too. Just because they may be productive does not mean that they should be overlooked. You are still the boss, so you have to take charge and let them know you don't want distractions or "drama" shall we say in your office. If they can't play by the rules then find someone else that is just as good of a worker and replace them. Running a business is tough enough without dealing with drama and distractions.

Managing Distracting Employees: When someone is a distraction or a standout the last thing they want to see or hear is someone telling them what they should do in front of others. A great way to reach someone is to quietly pull them to the side and give constructive criticism. They will respect you for doing this and more times than not make the changes necessary.

Managing Distracting Employees: Distracting employees are usually energetic employees who need to constantly express themselves and interact with other people. I tend to find that the most productive way to handle distracting employees is to send them out into the field and SELL! I distract my distracting employees by giving them many business related tasks. The key is to keep them busy!

Managing Distracting Employees: Bring in a meditation teacher to teach ALL the employees how to meditate. Then, schedule meditation breaks instead of or in addition to coffee breaks. Even 15 minutes of meditation in the morning and afternoon will make a HUGE difference in employees learning how to listen better, to be more calm and cooperative, to have more peace of mind, to get along with each other, to experience more joy and generosity. Designate a "quiet room" with plants, soothing colors, and gentle lighting.

Managing Distracting Employees: I handle the distracting employee by ignoring them then they are not so distracting.
I think the distracting employee is best handled by not paying any attention to them.