Here are Five Steps To Dealing With Difficult Employees
Part of running a business involves dealing with difficult people, and sometimes they can adversely impact your business. Thus, it’s important to have a plan to address employees who are difficult before an isolated issue spreads or becomes worse. Here are some strategies you can use to handle difficult people:

1. Get Involved as Soon as You Can
Difficult employees can slow down production or even make the work environment unsafe. Thus, it’s critical to get involved right away. You don’t want to delay handling the issue. Otherwise, it will get worse.

2. Listen
If you want to introduce a new technology or technique to your team to help scale your business, then you have to get your employees to buy into the concept of changing how your business processes were initially run. But difficult workers can make it challenging for getting everyone on board with new changes, so it’s important to understand the nature of their resistance to the change. If an employee is being resistant to change, then you want to first listen to their concerns. Also, restate what you heard so they know you understand the problem.

3. Provide Valuable and Clear Feedback
Without clear feedback, your employee won’t truly understand what’s necessary to resolve the issue or even know that one exists. Let them know what behaviors are not acceptable, such as being excessively late for work or rude to a co-worker. Also, take the time to explain what your company policy is and what you expect them to follow to correct the issue.

4. Work Together on a Solution
The goal of any issue is to come to a solution, and when you work with your employee on finding a solution, you can ensure they understand what needs to be done to improve the situation. It can be as simple as getting them to commit to coming to work at a later schedule to be on time or more complex by having them break down a step-by-step action plan with due dates they can be held accountable to.

5. Follow Up
If you want to avoid future issues, then it’s important to follow up with your employees. Make sure the plan of action you both devised is still working. Your ultimate goal is to continuously improve on the issue so that you can eventually eliminate the problem.

Final Thoughts
Whether it’s being consistently late for work or resistant to change, difficult employees are sometimes inevitable. But by putting a few positive steps into action, you can help handle difficult employees and eventually resolve the issue at hand.

If you like this blog, and need a little more information on managing your team or business, you may be interested in reading: Necessary Management Skills – How To Delegate.


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