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If an employee is emotional to an excessive degree, the best thing to do (assuming the employee is worth keeping) is to give that employee feedback in ways that are designed to be factual and not, so far as is possible, subjective.
One thing that should be done first, however, is to let the employee know that their emotional responses are a problem. The employee has some degree of responsibility for making the employee-employer relationship work. Therefore, if the employee’s emotional state makes it difficult for managers to work with them, they must be made aware of the problem.
However, there are also things that the managers can do to ameliorate the problem caused by the employee’s emotional nature. The best thing to do would be to evaluate the employee as much as possible in an objective way. This might involve making sure the employee is working in a job in which performance can be measured objectively. If this is possible, feedback to the employee could take the form of statistics. The employee could be shown how they are doing relative to what is expected. This would be less likely to invoke an emotional response because it would be a simple statement of fact, not a value judgment on the employee.
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