You need to be a pro at challenging handling personnel if you’re a business owner, manager, or
HR leader. An uncooperative worker is more than just a conflict between two coworkers. If one
the employee makes working for the organization unpleasant, dissatisfaction may grow and become
a significant distraction.
So, let’s learn how you can deal with difficult employees.
How to deal with difficult employees
Dealing with difficult employees is not as easy as you might think. Here’s how you can handle
uncooperative workers in ten different ways.
1- Instead of criticizing the employee, point out their behavior
What and how you say can greatly impact how successful your dialogue is when confronting a
tough employee about his performance or workplace behavior. Focusing directly on the
employee’s behavior is one of the simplest methods to ensure that the conversation doesn’t get
too personal or emotional.
With this strategy, your criticism won’t be a dig at the worker. Set the stage for a fruitful
discussion by letting the employee know you hope to resolve the issue you can both accept.
2- Identify the root of the issue
When dealing with challenging personnel, it is only possible to develop workable solutions once
you comprehend the root causes of their behavioral issues. The underlying problem could be a
professional one with a clear connection to their coworkers and work environment or a personal
one without a connection.
As a team leader, it is your duty to ascertain their issue and then make an effort to address it.
3- Be receptive to criticism
Problematic conduct may result from how employees feel about and interact with their
workplace. Managers must be receptive to criticism. This might be a problem with management
or something else your employee is dealing with at the company.
Make a setting where your colleague feels comfortable voicing their ideas. Make sure you grasp
what they are saying by practicing active listening. Pay attention to your employee’s
perspectives without passing judgment.
4- Make a deadline for progress
Setting a specific due date for the development is equally important as making it clear how the
employee’s behavior or performance must change. Give the worker enough time to fix the
problem and keep an eye on his development during the specified time frame, ensuring to
periodically check in or assist if the employee departs from the plan.
After the deadline has passed, schedule an evaluation with the worker to review his
5- Do not assume
Don’t make snap judgments. Have an understanding-focused discourse. Ask the person if they
know their behavior and how it affects the team when you start a conversation with them. If not,
provide concrete examples to support your need for this meeting. Clearly and honestly explain
their actions and their effects on the team.
They can have issues that they’ve been hesitant to talk about. Identify any possible external or
internal influences on their behavior. The employee’s situation could be chaotic, and they might
need to learn it is obvious at work.
6- Have a meeting with human resources
Managing genuinely challenging personnel is a social problem. Therefore, it is recommended to
alert HR when dealing with a challenging personnel scenario. If the HR team knows the issue,
they can implement a business policy for handling similar circumstances.
Secondly, they are experts at managing people because they are professionals. This implies
that they can guide you in approaching a challenging conversation with your employee.
7- Be advanced
A thorough hiring procedure might reduce the number of challenging employees. Every
applicant should be exposed to a background investigation, and the hiring manager should
consider the candidates’ conduct in prior roles and the reasons they left or were fired.
An interviewer can find warning signs that could indicate bad behavior by doing a behavioral
8- Train the employees
Preventive, ongoing training can lay the groundwork for employees to comprehend their
behavioral expectations and for managers to be prepared to act when employees don’t live up
to those expectations. The fundamental training in managing people and resolving conflicts is a
great place to start.
Your managers will feel more secure when dealing with challenging personnel if you provide
them with the tools that help them succeed. Building better understanding among coworkers
can also be accomplished by facilitating meaningful collaborative activities.
9 – Write down everything
List the person’s transgressions and any previous corrections you may have made if you decide
that you need to let them go. Identify a pattern of conduct, the measures you took to address it,
the information, warnings, or resources supplied to the employee, and the person’s failure to
change. Include supporting material, such as written complaints and pertinent details from a
peer or 360-degree performance review.
According to Minor, the goal is to protect the firm and yourself while clearly outlining the reasons
for the employee’s termination.
10 – Provide honest reviews
To effectively manage tough or disruptive personnel, it’s important to separate the person from
their actions. Talk to the employee about their bad behavior, but be careful not to criticize the
person personally. Making personal judgments about employees will put them on the defensive
and prevent healthy communication.
Together, discuss appropriate conduct, and make sure the employee is aware of what is
anticipated going forward. Please don’t assume that competent employees will know how to
modify their behaviors on instinct or even that they will be aware that they are bad in the first
Signs of a difficult employee
If you are unsure of who the bad employee is, check out with the help of these signs.
● Gossiping all the time
● Bullying others
● Engaging in rude behavior
● Not honest with the firm
● Poor performance at work
Managing a difficult employee is something not everyone can do. It’s hard to get rid of a bad
egg sometimes, but if you follow the tips we have listed above, it might get bearable and easier
to cope with him. So, before it gets late and you lose it, follow these ways and make your
working ambiance good and calm.