PRACTICAL TIPS ON HANDLING DIFFICULT EMPLOYEES

Dealing with troublesome colleagues or team members can be quite a task. At some point, you’ll likely encounter a challenging employee, a situation that many leaders dread. The drain on your energy due to their behavior not only affects your morale but also diminishes your team’s productivity. Leaders need to swiftly and efficiently tackle such challenging personnel.

Let’s explore the traits of difficult employees and proven techniques to address them.

Disengagement Breeds Misbehavior

Unengaged employees often display disruptive behavior driven by frustration. For business owners, problematic staff members spell trouble. They create a hostile work atmosphere that negatively impacts customer relations, reduces performance, and escalates staff turnover.

Here are three examples of how a difficult employee might manifest at work:

Unmet Expectations: Poor job performance might stem from lack of motivation, skills, or other factors like communication issues, resource limitations, or misalignment.

Negative Attitude: A toxic environment can result from a difficult employee’s pessimism. This attitude may manifest subtly through eye-rolls, lateness, or lack of focus.

Challenging Authority: Employee productivity suffers when a colleague challenges your authority, potentially leading others to doubt your leadership.

Addressing Difficult Employees: Practical Steps

Behavior Over Personal Critique

Focusing on specific behavior rather than personal opinions is key to managing a challenging employee. Your role isn’t to criticize them; instead, work on ending inappropriate behavior and helping them rectify it.

Uncover Root Causes

Identifying underlying motivations for their actions is essential before addressing the issue. It could involve their work, interactions with colleagues, or personal challenges.

Embrace Constructive Criticism

Negative behavior might be linked to how employees perceive and interact with their workplace. Managers must be open to criticism and create an environment where team members feel comfortable sharing their thoughts.

Provide Clear Instructions

Deliver directives clearly to encourage your coworker to let down their guard and offer the knowledge needed to change behavior. Offer detailed feedback and real-life examples.

Set Goals and Consequences

Work together to set expectations and a plan with clear goals, a timeline, and regular check-ins. Communicate the potential repercussions of not making necessary changes.

Monitor Progress

After creating an action plan, track your employee’s progress through feedback, assessments, and one-on-one conversations. Document observations to evaluate their performance.

Look Ahead

An effective hiring process can prevent future issues. Background checks and behavioral interviews help identify potential red flags.

Maintain Professionalism

When dealing with difficult employees, remain composed, neutral, and respectful. Focus on facts, address their behavior, and understand their motivations.

In Conclusion

Managing challenging personnel is a crucial skill for leaders. Approach the situation calmly and rationally, considering all contributing factors. The key lies in maintaining professionalism, uncovering motivations, and providing support to help employees improve.

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