You’re a supervisor dealing with difficult employees. What’s the best way to handle them?

2 Communicate clearly and calmly

The next step is to communicate with the employee in a clear and calm manner. Avoid being confrontational, accusatory, or emotional. Instead, use a respectful tone and focus on the facts and the expectations. Explain the problem, the consequences, and the desired changes. Listen to the employee's perspective and acknowledge their feelings. Try to understand the root cause of the problem and offer your support and guidance. Avoid making assumptions or judgments and keep an open mind.

3 Set goals and monitor progress

The third step is to set realistic and measurable goals for the employee and monitor their progress. Provide specific and constructive feedback and recognition along the way. Use positive reinforcement and incentives to motivate the employee and reinforce the desired behavior. If the employee fails to meet the goals or shows no improvement, you may need to escalate the issue and take disciplinary action. Document the process and the outcomes and keep a record of the communication and the feedback.

4 Involve others if needed

The fourth step is to involve others if needed. Sometimes, you may need to seek advice or assistance from your manager, HR, or a mediator. This can help you resolve the problem more effectively and avoid legal or ethical issues. You may also need to involve the employee's peers or colleagues if they are affected by the problem or can provide support or feedback. However, be careful not to create a hostile or divisive atmosphere or violate the employee's privacy.

5 Be consistent and fair

The fifth step is to be consistent and fair in your approach. Treat the employee as you would treat any other employee and apply the same standards and rules. Do not show favoritism or bias or let your personal feelings interfere with your judgment. Be honest and transparent in your communication and feedback and follow through on your promises and commitments. Do not tolerate any unacceptable behavior or make any exceptions.

6 Learn from the experience

The sixth step is to learn from the experience and improve your supervisory skills. Reflect on what worked and what didn't and what you can do differently in the future. Seek feedback from your manager, peers, and employees and identify your strengths and areas for improvement. Take advantage of any training or coaching opportunities that can help you develop your skills and confidence. Remember that dealing with difficult employees is part of your role and a valuable learning opportunity.