Ignoring a difficult employee won’t make problems go away.
There are several types of difficult employees that can make the work environment miserable and unproductive for everyone in the workplace. The personalities involved can be varied, but there are basic actions that are useful for defusing most situations. This includes acknowledging the problem, listening to all concerns and identifying the problem, and providing constructive feedback when dealing with difficult employees.
Difficult employees may ignore their responsibilities to others.
Some people think that if the problem is ignored, it will go away. The truth is, like most problems, ignoring the problem of dealing with difficult employees often leads to more problems. The best course of action is to acknowledge that a problem exists and implement a plan to mitigate the concerns. Getting to the bottom of the problem as quickly as possible can lead to a quick and easy resolution.
A supervisor or manager should investigate the problem personally, rather than relying on another employee’s word. Listening skills are very important at this stage to get the full story and understand exactly what the issues are. The manager should approach the problem calmly, giving the employee time to respond. Clear examples of the problems experienced should 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 a key component in dealing with difficult employees. Perfectionists often take criticism personally, while unproductive employees may not acknowledge constructive criticism unless clear expectations and examples are shown. Documentation and follow-up are also important when dealing with difficult employees, especially when considering termination.
Termination is an option, but research has shown that trying to resolve workplace difficulties is more profitable than hiring and training a new employee. Some training may be needed to help the employee identify the problem and provide tools to change her behavior. When dealing with difficult employees, managers need to remember that everyone can have a bad day occasionally. When bad days become a pattern and affect other people’s productivity, you need to take action.
Although many people can become defensive when problems are resolved, giving constructive feedback can help the employee improve their job performance. Patience and feedback can help the employee get back on track and be more productive. This, in turn, will set an example for other supervisors or managers looking for ways to deal with difficult employees.