While business leaders and managers typically strive to run a harmonious workplace, doing so can be challenging. One reason is that some employees can be difficult to deal with due to regular tardiness, poor attitude, or low production.
Managing negative behavior is a task most management personnel dread. For instance, problematic employees can drain energy and sap team morale. This is why managers must understand how to deal with difficult employees quickly and effectively.
A Closer Look at Challenging Employees
Studies show that nearly 80% of employees feel disengaged in their work. As a result, these individuals often exhibit bad behavior. Unfortunately, employees acting up can mean bad news for managers and business owners because it can lead to:
- Higher employee turnover
- A toxic work environment
- Low productivity
- Poor customer service
Employees who exhibit lousy behavior may do so in many different ways, such as:
- Miss deadlines and expectations. An employee’s poor performance could be due to a lack of motivation or ability. Other factors could include a lack of resources, poor communication with management and coworkers, or misalignment. As a result, an employee might no longer find their job challenging and, in turn, become frustrated or bored at work. In addition, employees could be missing their expectations because they feel there are no opportunities for a pay raise or promotion.
- Maintain a bad attitude. If an employee has a bad attitude, it could create a toxic environment and impact other workers. A bad attitude can show through in many ways, such as eye-rolling, smirking, being cynical, always focusing on the negative, or acting confrontational with coworkers and managers. In addition, if an employee shows a bad attitude toward customers, it could decrease sales and client retention.
- Undermine management’s authority. When an employee undermines your authority as a manager, it could cause other workers to doubt you. In some cases, an employee might not have bad intentions but simply has a different perspective about how things should be done.
Tips for Dealing with Difficult Employees in the Workplace
When you are dealing with a problematic employee, there are some strategies you could use to help resolve the situation. These include:
- Critiquing behavior, not the individual(s)
- Identifying the causes of the problem
- Being open to feedback from the employee
- Giving clear directions
- Writing down employee expectations and specific consequences
- Monitoring the employee’s progress
- Planning for various problems
- Staying calm and showing respect
Critiquing Behavior, Not the Individual(s)
Managers must focus on specific behavior rather than their personal attributes when dealing with a problematic employee. In this case, managers and leaders should not judge the employee, as this could worsen the problem and is unlikely to help resolve the bad behavior.
The main objective is to find ways to stop the employee’s unacceptable actions and help correct them so productivity can get back on track. In addition, it may help to give them specific examples of how their behavior is affecting the overall workplace.
Identifying the Causes of the Problem
Getting to the underlying cause of the problem can also help. Issues can be different for everyone. You should address the problem only after identifying the reason for the bad behavior.
Being Open to Feedback from the Employee
Managers should be open to receiving feedback from employees. Therefore, you could create a safe space where workers can express their opinions without backlash. In some cases, an individual simply needs someone to hear them. Sometimes, the problem is not work-related. Instead, it stems from issues at the employee’s home or with their family.
Giving Clear Directions
Company leaders should deliver instructions to employees clearly. Otherwise, worker productivity may not meet expectations. A component of giving directions is providing feedback to the employee regarding behavior. You should ideally follow up using specific examples.
Writing Down Employee Expectations
Writing down employee expectations can also help with reducing negative behavior. In this case, develop a plan establishing objectives, a timeframe, and regular progress evaluations with the individual. Again, talking regularly can better ensure that progress stays on track.
Managers should document any consequences if the employee fails to make the requested behavioral changes. Doing so could help the employee take the matter more seriously and improve their attitude and work ethic.
Monitoring the Employee’s Progress
After establishing the employee’s action plan, the next step is monitoring their progress. There are many ways to do this, such as:
- Obtaining feedback from other workers on the employee’s team or in their department
- Evaluating their work quality
- Having regular in-person meetings with the individual
These should be documented and kept in the employee’s file.
Planning Ahead for Various Problems
“An ounce of prevention is worth a pound of cure” is a good rule for managers when planning for employees with negative behavioral issues. One way to plan is to require extensive background checks before hiring an individual. This can provide a glimpse into their past work history. Behavioral interviews can also help spot various red flags that could lead to negative issues down the line.
Staying Calm and Showing Respect
Sometimes, terminating an employee is the best option. While this is never easy, managers should try to remain calm and avoid criticizing the individual, regardless of how bad their behavior was. In this case, stick with the facts and maintain a professional demeanor throughout the process.
Does Your Company Have a Process for Managing Negative Behavior?
When dealing with a problematic employee, you should keep your company’s Human Resources (HR) Department informed during all the steps. HR may be able to help you determine the cause of the individual’s negative behavior and the best method of addressing their lack of motivation.
In all situations, managers must maintain a calm and rational approach. If your company does not have a set process for managing negative employee behavior, it may be beneficial to work with a specialist in this field who can customize a plan based on your company’s specific needs and objectives.
Sources
Dealing with difficult employees (8 tips to succeed). By Maggie Wooll. June 9, 2021. BetterUp.
