However, in some cases, all efforts fail and the employee needs to be let go. Take, for example, the case of two salespeople in a retail store operation. Both employees are paid a salary plus commission for sales. Working together as a team, both employees can earn a decent living if they cooperate on serving customers. Cooperative effort in selling was the intention of the store owner when he set up the team concept.

Unfortunately, the two sales people did not get along with each other. One of the two was driven by greed and the need to make ‘the sale.’ Consequently that person constantly undermined the other person’s sales efforts by swiping customers, butting in to the sales process, and trying to maximize his own sales at the expense of the other person. After several attempts to discuss the situation with the aggressive sales person, the owner of the store was faced with the dilemma of what to do about the situation because doing nothing was not an option - it was a prescription for disaster. By not addressing the issue, the owner will inevitably lose the other sales person and perhaps some of the other staff as well.

The first step in remedying the situation is to sit down with the aggressive sales person and explain that the business is run with certain values and teamwork is one of the most important ones. The next step is to request an apology be made to the person he’d undercut and to promise not to behave that way again. If that doesn’t work, it is time to take more drastic action and let the person go.

The cost of ignoring the situation is quite steep as it will affect customers, the other sales person and the staff. Customers do not like to be caught in the crossfire between sales people. Most customers like to deal with one person, not two or three. While the cost of recruiting a new sales person might be expensive, it will never pay to overlook or ignore employees who are causing havoc.

Perhaps the best way to handle the situation is to draw up a letter of resignation and have the employee sign it. If the employee is unwilling to resign, then it is wise to consult a lawyer about the best way to conduct the termination. Either way you choose, it’ s best to let go of the difficult employee and move on. Everyone affected by that person’s behaviour will thank you for it!