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Is the officer stubborn? A loner? Bitter about being rejected for a special assignment?


Often just bringing the situation to light will cause some level of improvement. Our experience has been that letting it be known that supervision and management are aware of the poor work traits and poor performance will cause more positive effort from approximately 40 percent of employees with these traits.


When this doesn’t occur, a well thought-out improvement plan with goals, strict timelines, and performance expecta- tions is needed. Documented monthly progress reviews of the improvement plan are critical. Very clear, well-written expectations must be part of this plan using SMART guide- lines, i.e., S – Specifi c, M – Measurable, A – Articulable, R –Reasonable and T –Timely.


Often the reason for movement toward becoming a problem employee centers around some perceived wrongdo- ing to the employee. Perhaps a specialized assignment that didn’t occur, a perceived undeserved poor evaluation, or some other negative personnel action. Working past these perceptions can be diffi cult, but the employee must understand that he/she can create his/her own positive future through hard work and professional ac- complishment. The employee must understand that career paths change with time, maturity and experience and that management may be crafting a new career path for him/her that is just as critical to success of the organization as the path he/she prefers but may not be qualifi ed for. Another intercession approach involves assigning the employee to become an instructor and/or a lead worker or coordinator of a certain area, mandating advanced training and generally forcing the employee to grow professionally is benefi cial even though it may be initially viewed in a negative light by the employee. All successful career police offi cers have had assignments that at the time they did not agree with or appreciate.


Is the officer just doing the minimum? Trying to stay below the radar? Lazy? Resistant to constructive criticism?


However, through hard work and making a concerted effort toward helping the organization, the individual has emerged a better, more well-rounded employee. This often leads to a more agreeable assignment in the future and prevents the slide into


EMPLOYEES WHO ARE ON THEIR WAY TO BECOMING PROBLEM EMPLOYEES NEED TO:


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