Stop Bottling Up Workplace Issues—Here’s How to Fix Them

by Rick White, President 180BIZ                                                      (Estimated Read Time 7 minutes)

Workplace frustrations are inevitable. If you run an independent auto or truck repair shop, you’ve likely faced those moments when an employee’s behavior just drives you up the wall. Maybe it’s a habit that disrupts workflow, a poor attitude with customers, or even something more personal, like hygiene issues.

The problem isn’t that these things happen—the problem is how we handle them. More often than not, shop owners let frustrations build up rather than addressing them head-on. And when those emotions finally spill over, it’s not pretty. The employee feels blindsided, and you feel like you’ve wasted months or even years of patience.

So, how do you handle these situations before they boil over? It starts with a simple question:

Do you fix it, or do you accept it?

Step 1: Fix It or Accept It?

Before taking any action, ask yourself:

• Does this issue affect the shop’s success?

If the answer is no, it’s likely a personality or behavioral clash that doesn’t impact business. Maybe an employee’s way of doing things annoys you but doesn’t actually disrupt operations or customer experience. If that’s the case, you need to accept it and move on. Not everything needs to be changed.

However, if the issue does affect the shop—whether it’s productivity, customer service, teamwork, or reputation—then it’s something you need to address. Ignoring it will only make things worse.

Step 2: Name the Issue Clearly

Difficult conversations are tough for a reason. Many business owners either avoid them entirely or dance around the problem, hoping the employee will “get the hint.” That never works.

The best way to begin is to name the issue directly while setting the right tone. You don’t have to be confrontational, but you do need to be clear.

Try starting with something like this:

“Hey, Joe, we need to have a tough conversation, and I want you to know upfront that this isn’t easy for me to bring up. But I care about you, and I know we can work through this together.”

This lets the employee know that:

• A serious conversation is coming.
• You’re not attacking them, just addressing an issue.
• You want to work toward a solution together.

From there, state the problem plainly:

“Joe, I’ve received complaints from both customers and the team about a body odor issue. It’s affecting how people experience the shop, and we need to address it.”

No sugarcoating. No passive-aggressive hints. Just a clear, professional statement of the issue.

Step 3: Explain Why It Matters

People are more likely to take action when they understand why an issue matters. This is where you shift the focus away from personal judgment and toward business impact.

“Joe, this is important because we want customers to feel comfortable in our shop. We also want a professional and respectful work environment for our team. This isn’t about personal criticism—it’s about maintaining high standards for the business.”

By tying the issue to customer experience, shop culture, and professionalism, you help the employee see the bigger picture.

Step 4: Get a Commitment & Set a Deadline

One of the biggest mistakes shop owners make is having the conversation but leaving things open-ended. If you say, “I need you to work on this,” that’s too vague. The employee may not know how serious the issue is, or they may not feel a sense of urgency.

Instead, set a clear commitment with a timeline:

“Joe, can we agree to have this resolved by the end of the week?”

This does two things:

• It creates accountability and prevents the issue from lingering.
• It gives the employee a specific action item with a deadline.

Step 5: Offer Support & Solutions

Nobody wants to feel like they’re being thrown under the bus. As a leader, it’s your job to offer solutions rather than just pointing out problems.

“Joe, if this is a health issue, maybe we can find a hypoallergenic deodorant that works for you. If you need recommendations, I’m happy to help.”

This shows that you care about your employees as people, not just as workers. It also increases the chances of them taking action without feeling embarrassed or isolated.

Step 6: Follow Up & Reinforce the Change

This is where many shop owners drop the ball. They have the tough conversation, the employee makes an effort, and then… nothing. No feedback. No recognition. Just silence.

If you don’t acknowledge improvements, employees will start thinking, “Why bother? Nobody even notices.” That’s a one-way ticket to low morale and backsliding.

Instead, make it a point to recognize and reinforce positive changes:

“Joe, I really appreciate the effort you’re making. I can see the improvement, and I want to thank you for that.”

Even a small acknowledgment can make a big difference in motivation.

On the other hand, if the employee starts slipping back into old habits, you need to address it immediately:

“Joe, you were doing great, but I noticed a slip. Let’s get back on track.”

Consistent follow-up is key to making real, lasting change.

Final Thoughts: Don’t Let Workplace Issues Fester

Here’s what happens when you avoid addressing problems:

• You get more and more frustrated.
• The employee never knows what’s wrong.
• When you finally explode, they feel attacked—and they’re not wrong.

Instead, follow this simple five-step process:

1. Decide – Fix it or accept it?
2. Name the issue – Be direct and professional.
3. Explain why it matters – Connect it to business success.
4. Get a commitment & deadline – No vague promises.
5. Follow up – Reinforce progress and call out backsliding.

 This approach eliminates frustration, strengthens communication, and builds a better workplace culture. And let’s be honest—it’s a heck of a lot easier than letting resentment pile up until it explodes.

What workplace issue have you been avoiding? It’s time to fix it.

Want More Leadership Tips?

Join us for our Shop Owners Round Table on the second Thursday of every month at 7 PM Eastern! And don’t miss our Pocket Business Genius webinar series at 1 PM on the same day.

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Let’s tackle workplace issues the right way—together.