Identifying and managing problem employees can prove difficult. However, it is essential that law enforcement agencies identify these employees and handle them efficiently, objectively, and fairly. Problem employees can have a negative impact both inside and outside the department. Law enforcement agencies need to understand how to recognize problem employees and how to effectively handle them. In recognizing the problem employee, a number of questions should be evaluated. A positive answer to any of the questions could indicate a problem employee. It needs to be understood that problem employees do not necessarily lack competence, however, factors, such as bad attitude, poor motivation, or an inability to get along with others can negatively influence job performance. Categories of problem employees are listed as hostile aggressives, complainers, silent and unresponsives, super agreeables, negativists, know-it-all experts, and indecisives. The question then becomes how law enforcement supervisors can effectively deal with problem employees. The first constructive step is to formally analyze the worker’s performance. The next step is setting up an interview time with the employee. Lastly, after a stated period of time, managers should conduct a follow-up interview with the employee for performance reevaluation. This aids supervisors to determine if workers have attempted to carry out appropriate actions as promised.