As humans, it is natural that you conflict at times with others and it hold true even in the professional environment. And at work at some point or the other we all had issues with our colleagues. Though many organizations tend to take certain cases of trouble leniently, they make sure that they keep a tab on all their employees to know who can be categorized as a troublesome one and keep an eye on them and look for signs of trouble.

Companies can use flags to sense the trouble. There are red flags in an employee’s behavior that can be used as indicators. Individually, these signs may seem harmless enough but taken together, they may represent a serious problem. It is important to avoid ignoring the initial indicators. Some of the indicators of a troubled employee include sudden drop in output and performance, restlessness, lack of concentration, showing irritation, throwing tantrum, lethargy, erratic office hours etc.

The root cause of such dramatic behavioral outburst is issues either at the personal or professional front. Whatever is the reason, the manager is expected to step in and help resolve the predicament along with the HR. Dealing with a troubled employee is a delicate matter. You have to help the employee out of the tribulations without stepping on his/her toes. Keeping a watchful eye on such employees and make sure that each employee and his/her issue is handled with sensitivity would help in dealing with the situation.

If a colleague/employee comes up with a complaint, the organization has to make sure that they talk it out with the troubled employee and allow them an opportunity to correct the situation.
Though such employees persist in every organization, there are various ways through which they can be dealt with. The primary objective is not to determine the employee’s underlying problem. The objective is to advise the employee of the specifics of his/her poor performance and to get agreement on the process to obtain improved future performance. Companies use various methods like discussing the matter with the management or a HR Head to clarify applicable company policies; gather and summaries all related documentation, identify objectives and timelines like what does the employee need to do, and by when, to rectify the situation.

A buddy system under which a buddy is assigned to each employee in the organization is also very good. Many a times, a buddy is able to achieve results by talking to the employee which others are unable to get. However, there may be chances that these methods might not always work and the situation might continue. At times like these, the employer takes extreme measures to make sure that the employee's presence does not hinder the workings of others. The manager, HR or the family members can refer an employee to the counselor, if the need is felt. In the end, there is no such thing as a perfect employee as behaviors change with time and situations. The only difference is that how organizations deal with them.