CDs: how have you managed emotionally volatile employees? Does decent work but has lots of ups and downs, frequent complaining, tantrums, doesn’t get along great with others, etc.

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I would talk to him or her directly. Maybe there’s something you’re missing.

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I had one a while back and it completely messed up the team dynamic. She was a bully and was quite nasty to others, especially juniors. Finally kicked her out of the room in one very heated meeting, threw her off the account and then met with leadership and put her on notice. She left shortly after and I truly hope it was a learning experience.

It was amazing how the team dynamic changed immediately when she was gone. It wasn’t pleasant to do, and I was very patient, giving feedback multiple times, but it just didn’t sink in. Sometimes you gotta do it to protect the others on the team.

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It’s a workplace. Not any one person’s personal rollercoaster that everyone else has no choice but to be on. As a manager, put clear standards in writing, with first and final consequences, discuss and follow through if it comes to that. If you don’t manage the situation, you’re letting the situation manage you.

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Also am impressed by all these commenters with so much compassion and patience. Freelancers are bounced out for way fewer offenses.

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How green are they? I’ve worked with some jr. creatives who seem to not yet understand that this industry is a real rollercoaster and react openly, often. Could it be an age/maturity thing that requires some hand holding?

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@OP sounds like that last guy I dated. People don't change for the most part, so stop waiting. And with so many good (and desperate) folks looking for work, it's time to move on. Nice that you've given this person lots of chances. Hire freelancers until you find a good match. As for the official "why" you give while dismissing the offender, just say "it's not a good fit." You've already talked to him/her about specifics so he/she'll figure it out. If you can move him/her to another group do that otherwise get him/her out and let someone who really wants to be there as a team player get in.

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Ignore the bad behaviour and reward the good. Works on unstable dogs and creatives alike.

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@CD1 I am their supervisor unfortunately. @CD3 have had several serious talks about the behavior, they apologize each time, and then something happens again. I’m exhausted. They say they want to work on it, but how many chances can one give?

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@OP Ah, got it. Have you talked to your supervisor about the situation? I would go that route next.

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I would get HR involved. And plan out his goals. It seems like this needs to take it more seriously and bringing it beyond just the two of you can help that

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If like you said, you’ve had conversations with him as his supervisor and it keeps happening, it’s time for him to go. Bad attitudes create hostile environments for the rest of your team, and will eventually rub off. It spreads faster then you think, and what’s most important is keeping a fun, creative and exciting work environment for the people on your team.

These are the things you deal with and have to nip in the bud when you start managing.

For starters, any conversation you have about a problem with an employee, should be followed up with an email to that employee to keep a track record. A simple email afterwards stating what you discussed. This is necessary because when the time comes and you’re ready to pull the rip chord and exit him, you’ll need to show and have valid proof for HR. This is key, because some people are crazy enough to turn around and point the blame and potentially sue. It’s quite common.

If he continues to act up after you’ve already told him not to, you know what needs to be done next. He clearly has no respect for you.

Good luck

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Toxic people effect the team and the work.

Talk to them give them the opportunity to address attitude and work ethic.
If things don’t change it’s a verbal warning with check ins. If that doesn’t help it’s time to pip or whatever your company policy is. Is a shitty situation to be in but when people on your team from account or creative don’t want to work with this person or fear working with this person or the team dynamics suffer because of ONE you have to address it.

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They’ve gotta go. Everyone else’s is watching you tolerate their toxic behavior. They’ll either start to mimic it or judge you for not doing something about it.

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Talk to their supervisor. That kind of stuff is demoralizing to the team—and sorry, but someone at that level hasn’t earned the right to be so vocal

Suggest training courses. There are many online to handle people who overreact. If that doesn’t help, or they don’t take the courses, then you have all the necessary legal set up to let them go.

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