Dealing with difficult employees is essential for a productive work environment. Acknowledging the problem, listening to concerns, identifying the issue, and providing constructive feedback are key actions. Ignoring the problem leads to more problems. Supervisors should research the problem personally, identify the employee’s personality, and document the issue. Termination is an option, but it’s more cost-effective to resolve difficulties. Providing constructive feedback can help improve job performance.
There are several types of difficult employees that can make the work environment miserable and unproductive for everyone in the workplace. The personalities involved may vary, but there are basic actions that are helpful in defusing most situations. This includes acknowledging the problem, listening to any concerns and identifying the problem, and providing constructive feedback when dealing with difficult employees.
Some people feel that if the problem is ignored, it will go away. The simple truth is that, like most problems, ignoring the issue of dealing with difficult employees usually leads to more problems. The best course of action is to recognize that there is a problem and implement a plan to alleviate concerns. Getting to the bottom of the issue as quickly as possible can lead to a smooth and quick resolution.
A supervisor or manager should research the problem personally rather than relying on another employee’s word for it. Listening skills are very important at this stage to get the full story and understand exactly what the issues are. The manager should resolve the issue calmly, giving the employee time to respond. Clear examples of the problems faced must be provided, remembering to address the actions and not the personal aspects of the person involved.
Identifying the personality of the employee in question is an essential component of dealing with difficult employees. Perfectionists tend to take criticism personally, while unproductive employees may not recognize constructive criticism unless clear examples and expectations are shown. Documentation and follow-up are also important when dealing with difficult employees, especially if termination is being considered.
Termination is an option, but research has shown that it is more cost-effective to try to resolve difficulties in the workplace than to hire and train a new employee. Some training may be needed to help the employee identify the problem and provide tools to change their behavior. When dealing with difficult employees, managers must remember that everyone can occasionally have a bad day. It’s when bad days become a pattern and affect other people’s productivity that action needs to be taken.
While many people may feel defensive when issues are resolved, providing constructive feedback can help the employee improve their job performance. Patience and feedback can help the employee get back on track and become more productive. This in turn will set an example for other supervisors or managers looking for ways to deal with difficult employees.
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