Igniting Workplace Enthusiasm

Dealing with Difficult Employees

Dealing_with_difficult_employeesHostile attitudes, arrogance, loudness, interruptions, gossiping, multitasking and complaining. Most people have ,at one time or another, had to deal with  behaviours that disrupt team effectiveness.

Certain behaviors cause separation and distance between team members rather than promoting unity and common purpose. Working with difficult people can negatively affect team dynamics and the team’s results.  

How can you transform these negative elements into parts of a successful team? Teams thrive on the productive dynamics that exist when everyone on the team shares the same vision, work ethic and commitment to one another. Leaders need to engage and learn the process of dealing with difficult employees. Dealing with difficult employees requires the use of effective principles:

The Dale Carnegie human relationship principles on how to influence attitudes and behaviours state the following:

Praise the slightest and every improvement. Recognition for a job well done can result in a positive attitude change. A simple tap on the back with a specific example of how they improved can change everything!

Talk about your own mistakes before criticizing the other person. Be a coach and a leader; open up the lines of communication by sharing what you learned when something similar happened to you.

Ask questions instead of giving direct orders. Start by stating the situation and ask them for their input on how to solve the task at hand. Give them the opportunity to go through the same thinking process you went through and come up with a solution. By including them in the thinking process instead of giving direct orders, they will be more enthusiastic and motivated to do this particular task because the idea came from them. 

Tips for Dealing with Difficult Employees:

Open communication. Start by recognizing the good work you have seen the difficult employee do within the team. Then, mention the challenging behaviour you observed and outline the impact it has on the team’s performance. Focus your energy on the behaviour you want to change, not the individual.

Knowledge. Share gathered information on how the difficult employee’s behaviour has disrupted the effectiveness of the team. Then listen. Filter out any distractions offered and focus on the issue at hand.. 

Action. Discuss specific actions help the employee to get back on track as well as to positively impact the team's performance. Request rather than demand cooperation.

Accountability. Make sure that you end the discussion on a positive note. Explain how changing the behaviour will help them reach their personal objectives. Schedule a follow up meeting to discuss progress in the upcoming weeks.

Working with difficult people can sometimes create a negative team dynamic. Make sure to address situations before they explode. By using positive leadership and caring for the people in your team, miracles can happen. 

Enroll in our Leadership Training for Managers and learn how to develop a performing team: bit.ly/LeadershipTrainingForManager

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Team Conflict Resolution Strategies

Conflict is a natural part of business. It can be an opportunity to discover new approaches to challenges but it can also hinder the implementation of change within your organization or team. As a team leader you must use the right approach to deal with team conflict resolution strategies that mitigate issues while maintaining positive relationships between team members.



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