Dealing with Difficult Employees

"If you want something to happen, you have to make people able, and you have to make them want to." Dr. Steve Kerr (Former Chief Learning Officer of General Electric and Goldman Sachs)

Many people have encountered challenging coworkers or employees, such as those who are passive-aggressive, have explosive temperaments, or are unresponsive. However, many leaders struggle to address these issues effectively, leading to negative impacts for everyone involved.

Difficult employees can negatively impact their team and their employers' careers, as shown by a research study by The Center for Creative Leadership. 

The good news — if you’re willing to deal with your difficult employee and confront them about their unacceptable behaviours, you can probably create a more positive outcome for everyone involved.

We’ve long known that confronting difficult employees results in better outcomes for organisations and leaders. A classic study of managers shows the benefit of taking action: Leaders who consistently confronted difficult employees tended to achieve better overall team performance and were also more likely to get promoted.

Why You Should Deal With Difficult Employees

Confronting challenging employees can lead to positive changes in behaviour, serve as a model for effective conduct, and demonstrate managerial attentiveness to team performance. Managing and coaching difficult employees can boost motivation among other team members, preventing them from negatively impacting team dynamics and morale.

Research has highlighted that difficult employees have significant detrimental effects on their work groups, including eroding trust, stifling innovation, reducing productivity, disrupting decision-making processes, and tarnishing the team's reputation. 

Additionally, these employees diminish their leaders' effectiveness, impair their reputation, decrease their inclination to remain in the department or organisation, and lessen their chances of career advancement.

5 Common Behaviours of Difficult Employees

1. Poor job performance: Difficult employees may consistently underperform, miss deadlines, or produce subpar work, which can impact team productivity and overall results.
2. Uncooperative on teams: They may exhibit behaviours such as refusing to collaborate, causing conflicts, or creating a negative atmosphere within the team.
3. Unresponsive to feedback: Difficult employees may ignore or resist constructive feedback, hindering their growth and development within the organisation.
4. Resistant to change: They may show reluctance or opposition to new processes, technologies, or strategies, impeding progress and adaptation within the team or organisation.
5. Unaccountable for actions: Difficult employees may shift blame, make excuses, or avoid taking responsibility for their mistakes or shortcomings, leading to a lack of trust and accountability within the team.

How to Deal With a Difficult Employee

"When dealing with people, remember you are not dealing with creatures of logic, but creatures of emotion." Dale Carnegie

Here are a few steps that can be used to deal with difficult employees:

1. Acknowledge the employee: Show respect and understanding, as the employee may be going through a challenging time or feeling undervalued.

2. Provide clear instructions: Clearly outline the behavioural changes you expect from the employee, along with a detailed plan and consequences for non-compliance.

3. Monitor progress: Regularly evaluate the employee's progress, gather feedback from coworkers, and hold regular meetings to discuss their progress.

4. Be proactive: Implement a comprehensive hiring process, including background checks and behavioural interviews, to minimise the likelihood of hiring difficult employees.

5. Stay calm and respectful: Maintain a professional and respectful tone during conversations, focusing on facts and avoiding criticism or judgment.

6. Seek HR support: If your company has a human resources department, involve them in the discussion to ensure company policy adherence and leverage their expertise in interpersonal relationships.

Steve Jobs emphasised the importance of providing clear feedback to employees, stating, "It doesn't make sense to hire smart people and tell them what to do; we hire smart people so they can tell us what to do."

Effectively managing difficult employees is crucial for maintaining a positive work environment, enhancing team productivity, and fostering a culture of accountability and respect. Managers can address challenging behaviours constructively and promote a harmonious workplace by acknowledging the employee, providing clear instructions, monitoring progress, being proactive in hiring practices, staying calm and respectful during interactions, and seeking HR support when needed. 

Through proactive communication, coaching, and consistent feedback, organisations can navigate challenges posed by difficult employees and cultivate a culture of collaboration, growth, and success.

At IgnitedNeurons we develop managers in your organisations into future leaders for the world through our Emerging Leaders Program.

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