What are the best practices for training managers to handle difficult employees?

1 Identify the root cause

The first step to dealing with a difficult employee is to understand why they are behaving that way. There could be many reasons, such as personal issues, lack of motivation, poor fit, unclear expectations, or unresolved conflicts. By identifying the root cause, you can tailor your approach and offer the appropriate support, feedback, or intervention. You can do this by observing their performance, listening to their concerns, asking open-ended questions, and reviewing their feedback and evaluations.

2 Communicate clearly and respectfully

Communication is key to managing any employee, but especially those who are difficult. You need to communicate your expectations, goals, standards, and policies clearly and consistently. You also need to communicate your appreciation, recognition, and encouragement when they do well. At the same time, you need to communicate your concerns, feedback, and consequences when they do poorly. You should do this in a respectful and constructive manner, avoiding personal attacks, sarcasm, or threats. You should also listen actively, empathize, and acknowledge their perspective.

3 Document and follow up

Another best practice for handling difficult employees is to document everything. You should keep a record of their performance, behavior, achievements, and issues. You should also document your communication, actions, and outcomes. This will help you track their progress, evaluate their results, and provide evidence if needed. You should also follow up regularly, monitor their improvement, and reinforce your expectations. You should also review and update your documentation as needed.

4 Provide coaching and training

Sometimes, difficult employees need coaching and training to improve their skills, attitude, or behavior. You can provide coaching and training by setting specific and measurable goals, providing resources and support, giving feedback and guidance, and evaluating their performance. You can also use external or internal coaches, mentors, or trainers to help them. Coaching and training can help them develop their potential, overcome their challenges, and increase their confidence and engagement.

5 Escalate or terminate if necessary

If none of the above practices work, you may need to escalate or terminate the difficult employee. Escalating means involving your supervisor, human resources, or other relevant parties to address the situation. Terminating means ending the employment relationship with the employee. You should only escalate or terminate as a last resort, after you have exhausted all other options and followed the proper procedures. You should also consult with your legal and ethical obligations before taking any action.

6 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?