Dealing with difficult employees is perhaps the hardest part of running a business. It's a tricky aspect, for many reasons and many business owners are completely unprepared to deal with this problem.
So why should you even bother trying to tackle these management issues? Don't you have enough on your plate trying to manage and run your business? The answer is that often the difficult employees are not necessarily the disposable ones.
Bear in mind that such individuals come with a variety of personalities and problems. They might display a strong work ethic, show a certain loyalty to the company and might even get along (on a limited basis) with most of their co-workers. Others might show different qualities, butting heads with colleagues, showing little work ethic and displaying a lack of pride in their work.
If the latter is the case, consider moving that employee elsewhere or terminating them if necessary. You should use standard progressive discipline and termination procedures.
But since many difficult employees fall into the former group, you need some management tips to deal with them.
You Can Deal With Difficult Employees
Here are a few suggestions for dealing with difficult employees.
* First, you must get into the right mindset. This is not an emotional battle, so don't get involved with the difficult behavior. Remember, you only need to deal with this person at work. Sometimes not getting emotionally involved is enough to lessen the aggravating behavior. Often, difficult people enjoy getting a rise out of others.
* Second, try to remain approachable. Depending on their personality, some employees will respond better to a manager who keeps an "open door" policy and invites comments and dialogue. And if the situation gets really bad, you can always say you were available for conversation.
* Third, do a consistent "check in" with the worker to be sure that you understand each other. Often, misunderstandings and lack of communication are at the root of difficulties with other people. Always making sure the employee understands you and visa versa. If you can, regularly meet with this individual. Work with him or her to ensure they are meeting your agreed upon goals both on projects and with others in the organization.
* Finally, don't stand around arguing with the employee. Often, this personality type is stubborn and won't be convinced of any argument but his or her own. Make your point once, clarify if necessary, and move on. This not only proves your position as the manager who doesn't have to justify their position but also saves you precious time.
Related Articles
Managing Difficult Employees When They Make Errors
By: Syed Muzaffar Aqleem Tirmizi | 27/10/2007 | Training
Holding a private meeting gives you a perfect opportunity to keep away from any embracing situation. With this direct one to one session you can ask all sorts of questions about the responsibility and task completed and the unfinished work as well as the problems which the employee is facing.
How to Deal With an Employee's One Weakness!
By: Pat Brill | 26/06/2008 | Business
You have an employee who performs well in most of their responsibilities, yet has one area they seem to avoid or performs below par.
3 Steps to Handling Challenging Employees!
By: Pat Brill | 29/06/2008 | Business
Every manager in their career stumbles across a challenging employee....one who frustrates them and takes a lot of their energy to manage.'Challenging' employees come in different shades of grey. In addition, what one manager considers frustrating another may not.
Managing Insubordinate Subordinates
By: Colleen Kettenhofen | 09/08/2008 | Business
One of the biggest challenges managers and supervisors face is managing difficult employees who can make your life miserable.Especially managing insubordinate subordinates. Read on to discover some quick and easy tips!
Counseling Employees
By: Kevin Muir | 08/02/2007 | Management
The difficulties that come with a problem employee may seem easily corrected by termination. However, if you believe the employee's performance can be altered, counseling employees is an intermediate step before firing becomes necessary.
Got a Question? Ask.
Ask the community a question about this article:
Q&A Powered by:
Latest Management Articles
Improve Telephone Communication by Linking Better Performance to Results for Employees
By: Barbara Brown, PhD | 21/08/2008
When you talk to employees about better telephone communication, you want to keep the focus on performance improvement and away from complaints about customers, processes, or procedures. You can do that if you link improvements to results for employees. This article describes this approach. It also contains examples of telephone behaviors and results.
Roles And Responsibilities Of Six Sigma Trained Champions & Master Black Belts
By: Tony Jacowski | 21/08/2008
Each organization will have its own structure and approach to Six Sigma. A successful Six Sigma deployment is the result of the teamwork of the members of the Six Sigma team. The deployment is successful if the approach is a top down one. Typically, a Six Sigma team has various members with varied roles and capabilities.
A Six Sigma Training Primer
By: Tony Jacowski | 21/08/2008
The training or education of employees is vital to the success of Six Sigma projects in any organization. Six Sigma training includes imparting knowledge about the various core concepts and techniques of Six Sigma.
The DMAIC Model And Business Success
By: Tony Jacowski | 21/08/2008
The major success factor of any organization is the competitive edge it has over others. This is dependent upon the quality of products offered by the business according to the expectations of the customer. For this, the major aspect is the reduction of defects to zero.
The Quickest Way to Generate Targeted Traffic Through Affiliate Marketing
By: Ravii Kumarr | 21/08/2008
The quickest way to generate targeted traffic and start earning commissions with an affiliate marketing business is to use Google adwords. One doesn't even need a website of their own to make money online using adwords. Traffic can be sent directly to an affiliate link.
The Audit's Results and Report - the True Story, According to the Iso 9001 Standard Requirements
By: Itay Abuhav | 21/08/2008
The internal audit chapter is included under chapter 8.2 - Monitoring and measurement (it's been said before on our web site already). When performing an audit you are monitoring processes. You sample a process and validate that it is done according to prior requirements. Once you stumble upon nonconformity, a process that was performed not according to a requirement, you must mention it in the audit report. But this is not the end of your story.
Internal Audit - the Iso 9001 Standard Requirements for Internal Audits and the Audits Program
By: Itay Abuhav | 21/08/2008
Internal Audit. "What a headache" - that's surely what every employee think to himself when they receives the massage of an internal audit approaching. There is a reason why. They know that someone is coming to poke their deeds...
How Scheduled Overtime Can be Better Managed
By: SteveHyans | 21/08/2008
HourDoc offers superior solutions for scheduled overtime. HourDoc’s scheduled overtime solution takes into account PTO, electronic timesheets and other valuable time and attendance hardware features. Many clients using the HourDoc scheduled overtime solution comment that better managing scheduled overtime helps them save time and money.
More from Kevin Muir
Finding Help For Businesses In Financial Trouble
By: Kevin Muir | 16/02/2007 | Finance
If you are a small business owner looking for help for business problems, you may feel lost. Fortunately, resources are available for businesses facing financial hurdles. This article suggests where to look.
Facing SBA Loan Default? This Is What You Should Do
By: Kevin Muir | 16/02/2007 | Finance
Do you have an SBA loan? Default is not uncommon for businesses in financial trouble. This article explains what can happen during a loan default and what you can do about it.
Understanding The Definition Of Employment At Will
By: Kevin Muir | 15/02/2007 | Management
Like with most legal jargon, "employment at will" has both a formal definition and a practical one. In this case, the theory is easy. Unfortunately in practice, "employment at will" is not so clear. And this can have an affect on employers.
Do It Yourself Business Debt Relief
By: Kevin Muir | 13/02/2007 | Management
Instead of filing Chapter 11 bankruptcy, some companies get help from debt negotiators. While firms offering debt negotiation look good, be careful which one you use. Many are in trouble because of false claims and promises. This article gives tips on using debt negotiation to your advantage.
The Effective But Gentle Dismissal Of An Employee
By: Kevin Muir | 13/02/2007 | Management
Firing an employee can be tough for some people. Even if he or she is the worst employee imaginable, you will still find yourself reluctant to fire that worker. But to be an effective employer, you will eventually have to let an employee go. This article provides some tips on how to do it right.
Business Liquidators Can Make Difficult Time Easier For Business Owners
By: Kevin Muir | 09/02/2007 | Management
If your business is in trouble and the only way out is to go out of business or to sell inventory, a business liquidators company might make all the difference. This article gives you tips on how to use one.
Business Bankruptcy Not Always Best Option
By: Kevin Muir | 09/02/2007 | Management
When a company is in dire straits, often a business bankruptcy seems enticing. Your debt will disappear, and, if the company has filed under Chapter 11 bankruptcy, the "fresh start" offered by the reorganization is hard to pass up. But business bankruptcy is not all it's cracked up to be.
Downsizing As A Problem Solver And A Culture Change Tool
By: Kevin Muir | 08/02/2007 | Management
Downsizing is reducing your company's workforce. The purpose of downsizing is to make your business more profitable and more cost-effective. Essentially you can use this important tool to change the course of your business strategy.
Business 
