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Why (and How) to Deal With Difficult Employees

Aug 21, 2024 • 11 min read

Why (and How) to Deal With Difficult Employees

Dealing with difficult employees is not an easy task, but it is an essential responsibility of managers and supervisors in the workplace. As much as we would like to have a harmonious working environment where everyone gets along, it’s not always the case. Difficult employees can disrupt team dynamics and affect overall productivity. Ignoring or failing to address such issues could have significant negative impacts on the team’s output and reputation.

Unresolved conflicts with difficult employees can lead to trust erosion among team members. When colleagues can’t trust each other, collaboration and cooperation become strained. Trust erosion can also limit innovative possibilities as employees may be hesitant to share new ideas or take risks, fearing that their work will be undermined by difficult employees. The overall output of the team may be impacted as well, as difficult employees can cause delays or create distractions that hinder productivity.

Disruptive behavior from difficult employees can also disrupt decision-making processes. This can be especially damaging in environments where decisions need to be made quickly and efficiently. If a team member’s negativity or disruptive behavior slows decision-making, it can result in missed opportunities, delayed projects, and frustrated colleagues.

Additionally, negative behavior from difficult employees can damage the team’s reputation. Whether it’s through inappropriate communication with clients or bad behavior in front of other departments, negative behavior can spread quickly and start to paint the whole team in a bad light. This can cause irreparable damage to the company culture and make it challenging to attract or retain quality employees.

In conclusion, dealing with difficult employees is crucial for maintaining a productive and healthy working environment. Addressing these issues head-on can prevent trust erosion, innovation limitations, decreased output, disrupted decision-making, and damaged reputation. By implementing an employee assistance program, disciplinary action, or improvement plans that include measurable goals and clear action steps can create a safe and hopeful environment where employees can succeed and thrive.

You’ll learn:

  • 5 Common Behaviors of Difficult Employees
  • How to Deal With a Difficult Employee
  • Ready to Take the Next Step?

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5 Common Behaviors of Difficult Employees

Difficult employees can be challenging to manage in the workplace, often causing disruptions to team productivity and creating a hostile environment. In this article, we will explore five common behaviors of difficult employees, including negative attitudes, poor performance, insubordination, personal issues, and disruptive behavior. By understanding the root causes of these behaviors, we can identify strategies to address them effectively and create a more positive work environment.

1. Poor job performance

Poor job performance can be one of the biggest obstacles to achieving team productivity and work quality in the workplace. It can cause a ripple effect throughout the team, leading to delays, missed deadlines, and increased stress levels for everyone involved.

There are various reasons that employees might struggle with poor job performance. These include lack of skill or knowledge, lack of motivation or engagement, personal factors that affect their ability to work, or unclear expectations set by their superiors.

Addressing poor job performance requires a proactive approach. Employers need to establish clear expectations for their employees and provide regular feedback to help them meet these expectations. This can involve providing additional training or support to help employees improve their skills or motivation.

One effective way to address poor job performance is by setting SMART goals (specific, measurable, achievable, relevant, and time-bound). With clear goals in place, employees can work towards specific milestones and track their progress along the way.

Another effective strategy is to create a performance improvement plan. This allows employers to work with their employees to identify areas where they need improvement and create an action plan to achieve measurable goals. This can involve setting regular check-ins to review progress and adjust the plan as needed.

Coaching and mentoring can also be hugely beneficial for employees who are struggling with poor job performance. This can help them build their skills and confidence, and provide the support and guidance they need to succeed.

2. Uncooperative on teams

Working in a team can be both challenging and rewarding. However, dealing with uncooperative team members can be even more challenging. Whether it’s a negative attitude, lack of effort, or stubbornness, a difficult team member can hinder the progress and productivity of the team. As a leader or co-worker, it’s important to handle these situations with care and professionalism. Here are some practical steps to address employees who are uncooperative in teams.

Acknowledge the importance of teamwork: Start by acknowledging the importance of teamwork and how difficult it can be to work with someone who does not embrace a team spirit. Make it clear that everyone’s success is dependent on the success of the team.

Identify areas of improvement: Help the uncooperative team member identify areas of improvement. Discuss with them their strengths and weaknesses, and offer suggestions that can help them improve their communication and collaboration skills. This may include team-building activities, mentorship, and opportunities to work on projects with others in the team.

Provide clear expectations: Clearly communicate expectations on team behavior and communication. For example, you may emphasize the need for active listening, mutual respect, and open-mindedness during team meetings or when working on team projects.

Encourage feedback: Encourage the uncooperative team member to seek feedback from the team and offer feedback to others. This can be a great opportunity for the team member to gain valuable insights from their colleagues on how to improve their performance and team dynamics.

Monitor progress and provide support: Finally, monitor progress and provide support when necessary. Check-in regularly with the uncooperative team member to see how things are going and offer support if they are struggling. Celebrate progress and accomplishments, but also offer constructive feedback when necessary.

3. Unresponsive to feedback

Unresponsiveness to feedback is a challenging issue that can affect the productivity of a team and the company as a whole. When an employee is unresponsive to feedback, they may demonstrate a lack of interest in their performance, dismiss constructive criticism, and fail to address issues that can hinder the team’s success.

Examples of unresponsive behavior may include ignoring feedback from colleagues, failing to make necessary changes, refusing to accept responsibility for mistakes, or providing defensive responses when confronted with constructive feedback.

To address unresponsiveness to feedback, it is essential to create a safe space for communication. Team members should feel comfortable providing feedback without fear of judgment or retaliation. Active listening is also a crucial component of addressing unresponsive behavior. When providing feedback, it’s crucial to make time to actively listen to the employee’s concerns and perspective.

Moreover, framing critiques in a constructive manner is vital for improving the effectiveness of feedback. Focus on specific behaviors while avoiding personal attacks and be sure to offer actionable steps for improvement. Suggesting specific actions that the employee can take to improve the team’s productivity will render more positive results.

4.Resistant to change

Dealing with an employee who is resistant to change can be a daunting task for managers. Resistance to change could arise from personal or professional factors, making it essential to understand the underlying reasons for the employee’s reluctance.

Start by opening a dialogue with the employee to identify their reasons for resistance. This could be a result of past negative experiences or perceived threats to their job security. By listening to their concerns empathetically, you can gain insight into their perspective and identify ways to address their fears.

Communication is key when addressing resistance to change. Highlight the benefits of the proposed changes and how it aligns with the company’s goals. By demonstrating how the changes could improve both individual and team performance, you can help employees understand the importance of adapting to change.

Providing support and resources such as training and mentoring can help employees feel equipped to adapt to change. This provides a sense of security that can ease fears of job inadequacy and increase buy-in for the proposed changes.

Additionally, introducing measurable goals and an action plan to track progress can hold employees accountable and provide reassurance that their efforts are worthwhile. Celebrate milestones that demonstrate success and encourage employees to work towards the shared goals.

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5. Unaccountable for actions

Dealing with unaccountable employees can be a challenge in the workplace. These employees often refuse to take responsibility for their actions and instead shift the blame onto others. This behavior can negatively impact team productivity and the overall success of the company. Here are some tips for addressing unaccountable behavior:

First, it’s important to keep a record of the negative behavior. Maintaining a log of instances where the employee has refused to take responsibility or blame others can provide valuable decision-making support if the issues escalate.

Next, it’s important to address the behavior directly with the employee. Schedule a private meeting to discuss specific examples of unaccountable behavior and the impact it has on the team and company as a whole. It’s essential to remain professional and objective during these conversations, focusing on the facts rather than personal opinions.

Identify the root cause of the behavior and work with the employee to develop a plan for improvement. Encourage them to take ownership of their mistakes and provide support to help them do so. This could include additional training or coaching to develop accountability skills.

It’s also important to set clear expectations and consequences for continued unaccountable behavior. This could involve outlining measurable goals for improvement and outlining the potential disciplinary action if there is no progress.

How to Deal With a Difficult Employee

In any workplace, there will be times when an employee displays difficult behavior. It may be due to personal issues, poor performance, bad attitude, or simply disruptive behavior. Regardless of the reason, it is essential to address the problem with professionalism. Here are the steps to effectively deal with difficult employees:

1. Identify the issue causing the difficult behavior:

The first step is to identify the issue that is causing the employee’s difficult behavior. This could be a performance issue, a personal problem, or a personality trait. Once you know the cause, you are better equipped to address the problem.

2. Use the Situation – Behavior – Impact (SBI) model to provide feedback:

When providing feedback to a difficult employee, use the SBI model. It involves describing the situation, the employee’s behavior, and the impact it had on the job or other employees. This method provides clear, concise feedback that is timely and empathetic.

3. Be consistent and keep a written record:

Consistency is essential when dealing with difficult employees. Keep a written record of their negative behaviors and the feedback provided. This can help in tracking progress and any necessary disciplinary action.

4. Follow company policy and be willing to have tough conversations:

Follow company policy when addressing a difficult employee. This may mean having tough conversations that require honesty and firmness. Don’t shy away from the conversation as it may be necessary to improve the situation.

5. Remain professional and keep a positive perspective:

It’s essential to remain professional when dealing with difficult employees. Always maintain a positive perspective and approach the issue with a willingness to help. Remember that there is hope for improvement, and your suggestions for improvement should always come from a place of compassion and understanding.

Ready to Take the Next Step?

Are you ready to take the next step in creating a healthier and more productive workplace environment for your company? One essential component of achieving that is to invest in customized learning journeys for your leaders.

These customized learning journeys will focus on essential leadership topics, such as Conflict Resolution, Emotional Intelligence, Feedback that Works, Listening to Understand, and Psychological Safety. By equipping your leaders with these skills, they’ll be better prepared to recognize and take appropriate measures when dealing with difficult employees.

One major challenge facing many companies is knowing how to address problematic employees. It’s important to take the right steps, starting with accurate background screening and reference checks when hiring. This not only helps prevent future issues but also ensures that incoming employees align with the company culture.

When dealing with difficult employees, it’s crucial to know when terminating them is the appropriate course of action. However, it’s also important to maintain a safe environment for all team players. That’s where investing in your leaders’ knowledge and skills can make a significant difference in creating a healthy and effective workplace culture.

By taking these steps and investing in your company’s growth, you can create a workplace that is productive, safe, and fosters personal and career goals. Hope for improvement is possible with the right tools, suggestions, and action plans to address difficult employees and move on from tough situations. Let’s work together to create real change and a better future for your company and employees.

Conclusion

In conclusion, dealing with difficult employees is a critical responsibility for any manager or supervisor, as it directly impacts team dynamics, productivity, and the overall workplace environment. Addressing disruptive behaviors, whether they stem from poor job performance, uncooperativeness, or resistance to change, requires a proactive and strategic approach. By identifying the root causes of these behaviors and implementing clear, constructive feedback mechanisms, managers can guide employees toward improvement, ultimately fostering a more cohesive and efficient team.

The key to successfully managing difficult employees lies in consistency, professionalism, and adherence to company policies. Utilizing tools such as the Situation-Behavior-Impact (SBI) model for feedback, setting measurable improvement goals, and maintaining a positive outlook can help navigate challenging conversations and promote a culture of accountability and growth. It’s also essential to keep thorough records of interactions and progress to ensure that any necessary disciplinary actions are well-documented and justified.

Finally, investing in leadership development through customized learning journeys can significantly enhance a manager’s ability to handle difficult employees effectively. By equipping leaders with the skills to manage conflicts, provide impactful feedback, and create a psychologically safe environment, companies can not only address current challenges but also prevent future issues. In doing so, they can cultivate a workplace culture that is both productive and supportive, where all employees have the opportunity to thrive.

Ready to build your remote team?

Use the DigiWorks platform to hire, manage, and pay remote talent from all over the world.

About DigiWorks

DigiWorks is an easy-to-use platform that helps small businesses and start ups hire amazing remote talent from around the world. DigiWorks offers a way for you to hire, manage and pay people from all countries. If you find an amazing virtual assistant from Philippines, a content writer from Nigeria, or operations manager from South Africa – manage and pay your entire team from one platform with no hassle.

If you’re looking for a more affordable and sustainable option you might consider making use of a hiring platform like DigiWorks. Virtual assistant companies or platforms like DigiWorks are amazing as they not only match you with pre-vetted and assessed remote workers that can take care of all your business needs but they will also handle all onboarding and payroll needs as well.

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