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How can you use problem-solving to address conflicts with a difficult employee?

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Conflict is inevitable in any workplace, but it can be especially challenging when you have to deal with a difficult employee who is causing problems for you or others. Whether they are rude, uncooperative, lazy, or incompetent, a difficult employee can lower the morale and productivity of your team and damage your reputation as a leader. How can you use problem-solving to address conflicts with a difficult employee and restore a positive work environment? Here are some steps you can follow to resolve the issue effectively and professionally.

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Dr. Achi Bekomson

Educational/Counseling Psychologist | Senior University Lecturer | Author | Academic Researcher and Consultant | Public…

1 Identify the problem

The first step in problem-solving is to identify the root cause of the conflict and the impact it has on your goals, relationships, and performance. You need to gather facts and evidence, not just opinions and emotions, to understand the situation objectively and avoid jumping to conclusions. You can use tools like the 5 Whys, the Fishbone Diagram, or the SWOT Analysis to help you analyze the problem and its causes. You should also consult with other relevant stakeholders, such as your supervisor, your peers, or your HR department, to get their perspectives and insights.

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2 Communicate with the employee

The next step is to communicate with the difficult employee directly and respectfully. You should schedule a private meeting with them and prepare an agenda that outlines the purpose, the expectations, and the desired outcomes of the conversation. You should also be ready to listen actively, empathize, and ask open-ended questions to understand their point of view and their motivations. You should avoid blaming, criticizing, or accusing them, and instead focus on the facts and the behaviors that need to change. You should also explain the consequences of their actions and the benefits of resolving the conflict.

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Dr. Achi Bekomson

Educational/Counseling Psychologist | Senior University Lecturer | Author | Academic Researcher and Consultant | Public Speaker | G100 Nigeria Country Chair, Mental Health | Board Member at Wendy Noren- IHRC
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Conflict resolution is a crucial aspect of effective leadership, especially when dealing with difficult employees. To address conflict through problem-solving, start with open communication, identifying core issues, involving the employee in the resolution process, providing constructive feedback, setting clear expectations, considering mediation if necessary, and offering ongoing support. This approach not only addresses immediate conflicts but also cultivates a culture of constructive conflict resolution within the organization.

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3 Generate and evaluate solutions

The third step is to generate and evaluate possible solutions to the problem. You should involve the difficult employee in this process and encourage them to share their ideas and suggestions. You should also be open to compromise and negotiation, and try to find a win-win solution that meets both your needs and theirs. You can use tools like the Brainstorming, the Pros and Cons, or the Criteria Matrix to help you generate and evaluate solutions. You should also consider the feasibility, the effectiveness, and the sustainability of each solution.

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4 Implement and monitor the solution

The final step is to implement and monitor the solution that you have agreed on with the difficult employee. You should document the solution and the action plan, and assign roles and responsibilities for each task. You should also set clear and measurable goals, deadlines, and indicators to track the progress and the results of the solution. You should provide feedback, support, and recognition to the difficult employee as they implement the solution, and address any challenges or obstacles that may arise. You should also review and evaluate the solution regularly and make adjustments if needed.

Problem-solving is a valuable skill that can help you address conflicts with a difficult employee in a constructive and collaborative way. By following these steps, you can improve your relationship with the difficult employee, enhance your team's performance, and create a more positive and productive work environment.

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5 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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How can you use problem-solving to address conflicts with a difficult employee?

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3

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5

1 Identify the problem

2 Communicate with the employee

3 Generate and evaluate solutions

4 Implement and monitor the solution

5 Here’s what else to consider

Conflict Resolution

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How can you use problem-solving to address conflicts with a difficult employee?

1

2

3

4

5

1 Identify the problem

2 Communicate with the employee

3 Generate and evaluate solutions

4 Implement and monitor the solution

5 Here’s what else to consider

Conflict Resolution

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