Managing Employees With Conduct Disorders

Managing Employees With Conduct Disorders | Office Stress

Who doesn’t want a peaceful work environment or well behaved and well coordinated team workers? After all offices are like second homes for most of us where we spend maximum hours of the day. But sometimes managing employees can get tricky. It often means managing their personalities as well. You want a staff that can work well together and with your customers or clients. If you have an employee with conduct disorder, it can make the atmosphere in your workplace chaotic and much more complicated. Someone suffering from a conduct disorder can display multiple symptoms such as angry outbursts, a tendency toward isolation, and even suspicion of others. The consistent display of these symptoms in a work environment can result in low morale among other employees leading to a lower production rate. Those with conduct disorder also have a hard time working well with others and taking direction from supervisors. It often affects the way they interact with customers and clients too.

How to recognize the symptoms?

This can be critical as there are usually subtle or misleading signs with a person having conduct disorder.

  • Frequent work disobedience, throwing unnecessary tantrums or aggressive behaviour toward authority or fellow workers are all signs that management should pay attention to.
  • Those with conduct disorder will seem to disregard any official rules in favour of their own wants.
  • Spiteful behaviour is also common, as is cursing or using disrespectful language.

How to handle them?

Employees with conduct disorder can be hard to manage or keep on the payroll. While letting them go may seem like a simple solution to workplace disruption but you can also lend a helping hand to bring about a considerable difference in the lives of your employees.

Enforce employee protocol – No matter how small your firm is, enforce employee etiquette a part of your company culture. Make sure to print the guidelines and hand it over to new employees along with the joining letter. You can also include them in regular internal email announcements as reminders. When you see any employee regardless of a personality disorder disrespecting another employee or violating company etiquette, schedule a private face-to-face meeting and conduct it like a discussion without posing any threat. That way you will better understand the one struggling with the disorder.

Focus on the positive attributes – Encouragement and appreciation can alter someone’s behaviour and can boost him to work well. Compliment that person even for a smaller achievement and regularly communicate office procedures or business decisions to make that person feel part of the team. This would build the person’s trust level and help him approach work with a clear mind. A positive relationship is the key to encourage someone affected by a conduct disorder.

Consider various parameters – An emotional outburst or workplace conflict cannot sometimes be one person’s fault. It could also be a warning sign that something is wrong within the team. So talk it out to each individual involved and evaluate the situation completely. Then look for actionable ways to fix the problem. But if you see the person having trouble making peace with the team members then consider putting him in a different team.

Encourage troubled employees to seek treatment – An employee facing problem may feel uncomfortable talking to anybody at office. He would rather talk with someone who can help him get through an especially hard time without judging his behaviour. Encourage your employee to seek professional help and in special cases, you may even offer to help him with the counselling or treatment cost.

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