As an executive coach, I’ve seen firsthand the challenges that corporate middle managers face when dealing with difficult employees. While difficult employees can be draining on morale, it’s important to remember that there are ways to handle them in a professional manner. Here are three tips I recommend to help you manage a difficult employee.
First, understand the underlying cause of the difficult behavior. Empirical data shows that the majority of challenging conduct in the workplace can be traced back to inadequate trust, respect, or comprehension between an employee and their superiors. It’s important to create an environment of open communication and mutual respect so that difficult employees know their concerns and feelings are being heard.
Second, establish clear expectations and guidelines. Difficult employees often feel that their boundaries aren’t being respected. To avoid this, it’s important to have clear expectations and guidelines in place. Make sure that you communicate these expectations to the employee so they know what’s expected of them.
Third, provide feedback and support. Difficult employees often need additional support to help them stay on track. Make sure you’re providing regular feedback and support to help them understand what they’re doing right and where they need to improve. This can help them become more successful and less resistant to change.
By following these steps, you can help manage difficult employees and create a more productive work environment. It’s important to remember that difficult employees are often just trying to do their best, so it’s essential to approach them with understanding and empathy. If you take the time to understand the underlying cause of their behavior, set clear expectations, and provide feedback and support, you can help them become a more effective and engaged member of your team.
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