How To Deal With An Employee Who Thinks They’re Perfect

1. Establish clear boundaries

Set clear expectations for the task that you expect the employee to complete. Clarify components of the job for the employee to see where they may improve. Professionals can still have control over how they approach their work responsibilities, but they’re also aware of what they can and can’t do to reach their goals. The boundaries can enable employees to know they’re capable of handling their duties while holding them accountable for their workplace conduct and productivity.

2. Communicate frequently

Facilitate discussions with the employee to reinforce the boundaries you’ve set. By observing the impact of the employee’s work performance on the organisation, you may closely monitor the employee’s advancement. Frequent communication can help establish a meaningful connection in which the employee feels at ease accepting and applying feedback. Consider performing weekly or biweekly check-ins. Encourage the employee to convey their feelings regarding their behaviour, which will help you determine whether they are confident or overconfident. Address any worries they may have and encourage them to keep up the good work.

Related link: How to Handle Co-Worker With ‘Main Character Syndrome’

3. Deliver helpful resources

Provide resources that will enable the employee to succeed. Appoint a mentor to monitor the employee’s progress and identify their strengths and flaws. You can also plan training programmes that demonstrate the distinctions between an employee’s performance and optimal performance for their profession. Assisting the individual on their path to improvement might convey that you care about their professional development.

4. Recognize quality work

Recognise the person when they make progress and produce high-quality work. During a regular check-in, you can express your appreciation for their performance, or you can promote their accomplishments to other team members. Employee morale can be boosted by recognition, and employees can learn how their improved performance has benefited the organisation. To avoid overconfidence, remind them of the boundaries you set and attract their attention to the growth you want to see from them going forward.