Managing staff is one of the most challenging tasks of every manager or employer. It can either make or break the company. Staff or employees need direction and guidance and a good manager that recognized this earlier, the better it is for you. Now, that does not mean you won’t have any staff problems. As a manager, accept the fact that you are bound to have problems when you have people reporting to you.

If you are new to staff management, this checklist will help you understand these are common problems. The ways to solve them vary but you are encouraged to try out the suggested tips.

1. Not performing- once recognized the problem, confront the staff immediately. Do not delay. If he is a new staff, talk to him in regards to your expectations and what better way to nip in the bud than during the probationary period. If he is not a new staff and he seems to be slacking, conduct some investigations. Is there something at home that had caused his below par performance? Do not be too quick to jump to conclusions. Listen first, then act accordingly.

2. Slow/Inefficient - It’s frustrating when your staff deliver work which is less than you expected–not only does it create delays, it sometimes created more work for you to “clean up” his inefficient work output. To solve this issue, make it a point to always state CLEARLY your expectations when you give instructions.

3. Late to work – is it a motivational issue or something at home that hinders him from coming to work on time? It’s important to differentiate between a habit and a one-off incident, and they should be handled differently.

4. Private calls - question, is it excessive? Do not get too stressed out if it happened only occasionally – perhaps there were some private matters that need to be sorted out urgently. However, some ground rules set and informed during orientation for new staff would be better to let them know what is considered reasonable.

5. Social networking sites/blogs – this is getting more difficult to control unless the company has decided to block these sites. But, recent questions have been raised on whether control is necessary as some party suggest that employers should instead learn to encourage the productive use of social networks.

6. Poor health – as long as it is not a fake, you need to be sympathetic. Insurance policies are important for employers to ensure finances will not be a problem. Some basic healthcare benefits must be factored in for every new business start-up so that you would not get burdened later.

7. Anti-social - not attending company social functions, citing personal reasons? It’s good to find out more as social gatherings help in staff bonding. Is it because spouse and children are not included? Malaysian companies usually include their immediate families in company outings and that is a good way in promoting good bonding and a sense of belonging.

8. Theft - criminal activity such as this should be handled professionally so that the message is sent loud and clear that such acts are not to be tolerated. Do not cover up!

9. Romance – it’s common to have office romance and staff dating one another by virtue of the amount of time spent together. However, if things go awry and affect job performance, the manager may have to intervene and “straightened” things up. The manager may need to wear the “Listener & Counselor” hat sometimes but it’s a fine line between a busy-body and a boss that cares with tissues available.

10. Heavy politicking- no office is spared from office politics but some can get really ugly. A good manager should set the record straight right from the start that the team should work together and not involved in back-biting. Probably the best thing to do is to set a good example yourself by staying away from heavy politicking. The team will know that your concern is work and the results.

We can learn all the tips and yet we would find ourselves occasionally having one or two staffs that we deem as a misfit. No amount of counseling or warning help. If that is so, we have to admit that we make mistakes sometimes by getting the wrong person. If that is so, get advice from your HR department or professionals to deal with the situation. To get rid of a staff, following the correct procedures is important.