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Chapter 11. Indentifying the Venomous Di... > Techniques of the Viper - Pg. 116

Indentifying the Venomous Difficult Employee 116 You must explore this before you decide there is insubordination occurring, because you may be required to provide documented evidence that the behaviors have been repeated and deliberate. If you conclude that the actions of the person are deliberate, you must consider the person a po- tentially hostile employee (kind of like a hostile witness). As with the abuser/attacker we talked about earlier, one of the first key steps is to obtain and mobilize backup within the organization. Your boss needs to know what's going on. You need to know whether your boss will support disciplinary action if the situation continues. And all this should go on prior to approaching deliberately destructive people. Why? You need to begin from an informed position of strength. You don't want to threaten punish- ments or even mention consequences you can't deliver if the behavior doesn't change. You simply need to know your options, so you can present them to the employee in a clear way. You can't do that if you don't know where you stand. This Won't Work! Starting a disciplinary discussion without knowing where you stand and the degree of support you'll get from your boss is akin to putting a noose around your neck. Many a manager has discovered they are left dangling