At People First, we are reminded every day that even the best employees can hit rough patches — and how leaders respond can make all the difference. Recently, one of our clients reached out after noticing a sudden change in a previously high-performing employee. This team member, who had always done well, began speaking negatively about the company — not only to coworkers, but even to clients. The owner was understandably concerned and wasn’t sure how to address the situation without making it worse. That’s when they called us.
We encouraged them to meet with the employee right away and address the change in behavior directly. These conversations work best when they begin with compassion: “We’ve noticed a shift. Is something going on?” At the same time, we stressed the importance of being clear and firm. Bad-mouthing the company is unacceptable, and it must stop immediately. If the behavior continued, the client would need to consider parting ways.
What we’ve learned through experiences like this is that leadership is rarely about choosing between kindness and accountability — it’s about balancing both. When handled correctly, these conversations can protect the business while giving the employee a chance to course-correct.
If you or someone you know is struggling with an employee situation and isn’t sure what to do next, we’re here to help.
People First — where everything begins and ends with people.
