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You're dealing with a difficult team member. How can you get them to work with you?

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Working with a difficult team member can be frustrating and stressful. You may feel like they are undermining your efforts, ignoring your feedback, or creating unnecessary conflicts. However, avoiding or confronting them may not be the best solution. Instead, you can try to use some conflict resolution skills to get them to work with you and improve the situation. Here are some steps you can follow to deal with a difficult team member effectively.

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Ketheyna Spencer-Ferrigon

Senior HR Professional | Strategic HR Leader | Trusted Advisor | Change Management Expert | CPHR, SHRM-SCP, PHR, CHRBP,…
Hermann Jesús Cortés Bl?baum

Ph.D. Environmental Sciences (EVS) Concentrations in Agriculture, Biology, Chemistry, Geosciences, & Integrated…
Daniela Hein

Open To Work

1 Identify the problem

The first step is to understand what is causing the difficulty. Is it a personality clash, a communication gap, a performance issue, or a different expectation? Try to be objective and specific about the problem, and avoid making assumptions or judgments. You can also ask for feedback from other team members or managers to get a different perspective.

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Roberta Rodrigues Nonato Madureira

Advogada | Gest?o Jurídica | Governan?a | Riscos | Compliance | Digital
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Abordagem Empática: Tente entender as raz?es por trás do comportamento difícil do membro da equipe. Demonstre empatia e mostre que você está disposto a ouvir suas preocupa??es e perspectivas. Comunica??o Clara e Construtiva: Estabele?a expectativas claras sobre o comportamento e desempenho esperados. Mantenha uma comunica??o aberta e construtiva, fornecendo feedback específico sobre áreas de melhoria e reconhecendo contribui??es positivas. Identifica??o de Pontos Fortes: Descubra os pontos fortes do membro da equipe e atribua-lhe responsabilidades que capitalizem esses pontos fortes. Isso pode ajudar a aumentar a motiva??o e o engajamento, além de melhorar a colabora??o dentro da equipe.

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GABRIEL ENEJI

Peace Builder, Conflict Manager, Agriculturist, Sales Consultant and CEO GEE Build Ltd.
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Address the issue directly by scheduling a private conversation with the team member. Begin by expressing your commitment to a positive working relationship and understanding their perspective. Share specific instances causing challenges and inquire about their concerns. Listen actively, validate their feelings, and collaborate on finding solutions. Emphasize common goals and mutual benefits, reinforcing the importance of teamwork. Establish clear expectations and boundaries while encouraging open communication. Offer support and feedback, reinforcing a shared commitment to the team's success. Regular check-ins can help maintain a positive dynamic and foster a more cooperative work environment.

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2 Prepare for the conversation

The next step is to plan how to approach the difficult team member and have a constructive conversation. You should choose a suitable time and place, where you can talk privately and without interruptions. You should also prepare what you want to say, and how you want to say it. Use positive and respectful language, and focus on the facts and the impact of the problem, not on the person or their intentions.

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Ketheyna Spencer-Ferrigon

Senior HR Professional | Strategic HR Leader | Trusted Advisor | Change Management Expert | CPHR, SHRM-SCP, PHR, CHRBP, CCBP
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Thorough preparation is key to ensuring the conversation with your team member is executed well. To ensure it is a constructive process, be sure to gather the necessary facts, as relying on observations will not be helpful, and will likely make for an even more contentious situation; have other relevant documents on hand for reference (e.g. breached policy or procedure); secure a private place for the meeting ahead; and try to mentally prepare yourself for the possible outcomes, which may be favourable or not.

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Daniela Hein

Open To Work
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Ich sollte konkrete Beispiele mitbringen, um zu veranschaulichen worauf ich hinaus will. Klare und transparente ich Botschaften. Nicht hinter einem wir verstecken. Kommunikation auf Augenh?he und ein gewisses Ma? an Empathie. Die Bereitschaft sich in die andere Peron hineinzuversetzen hilft ebenfalls.

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3 Listen and empathize

The third step is to listen to the difficult team member's point of view and try to understand their feelings and motivations. You should show genuine interest and curiosity, and avoid interrupting or arguing. You should also acknowledge their emotions and concerns, and express empathy and support. This can help to build rapport and trust, and reduce defensiveness and hostility.

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4 Share your perspective

The fourth step is to share your own perspective and explain how the problem affects you and the team. You should use "I" statements, and avoid blaming or accusing the difficult team member. You should also provide specific examples and evidence, and link the problem to the team's goals and values. This can help to show the importance and urgency of resolving the issue, and to align your interests and expectations.

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5 Collaborate on solutions

The fifth step is to work together with the difficult team member to find solutions that can address the problem and satisfy both parties. You should invite their input and suggestions, and be open and flexible to different options. You should also evaluate the pros and cons of each solution, and agree on the criteria and standards for success. This can help to create a sense of ownership and commitment, and to foster cooperation and collaboration.

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Daniela Hein

Open To Work
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Der Schlüssel liegt in der Gemeinsamkeit. Es ist wenig f?rderlich, wenn ich meine Meinung und Ansichten durchboxen will und mein gegenüber dabei vollkommen aus dem Blick verliere. Gemeinsam Strategien und L?sungen zu entwickeln hilft, dass sich das gegenüber er gesehen und geh?rt fühlt.

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6 Follow up and monitor

The final step is to follow up and monitor the progress and outcomes of the solutions. You should set a timeline and a plan for implementation, and assign roles and responsibilities. You should also communicate regularly and provide feedback and recognition. You should also review and adjust the solutions if needed, and celebrate the achievements and improvements. This can help to sustain the positive changes and to strengthen the relationship and the team performance.

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7 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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Hermann Jesús Cortés Bl?baum

Ph.D. Environmental Sciences (EVS) Concentrations in Agriculture, Biology, Chemistry, Geosciences, & Integrated Research
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Utilizing 360-degree feedback tools to manage a challenging team member requires strategic steps. Identify specific problematic behaviors and establish clear objectives for the feedback process. Ensure confidentiality and anonymity to elicit honest input from diverse perspectives. Conduct an individual feedback session to discuss results constructively, emphasizing collaboration on a personalized development plan with tangible goals. Implement regular follow-up sessions to assess progress, fostering a sense of personal accountability. Acknowledge and celebrate achievements to motivate and reinforce positive changes.

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Daniela Hein

Open To Work
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Zu aller erst sollte die ?Schwierigkeit“ definiert werden. Wer oder was hat die Schwierigkeit? Liegt eine grundlegende ?Schwierigkeit“ vor? Ist es eine Schwierigkeit , die eher ein Umdenken meinerseits fordert? M.e. sollte eine ?Schwierigkeit“ eher als eine Chance gesehen werden und nicht als Schwierigkeit tituliert werden, da dieses Wort meiner Meinung nach eher negativ behaftet ist. Letztlich sollte man sich selbst fragen, welchen Anteil man selbst tr?gt und wie auf eine Herausforderung regiert werden kann. Dabei kann die Frage helfen ?habe ich selbst mein bestm?gliches gegeben um denn Fall zu l?sen“? Welche Chancen ergeben sich aus der Situation.

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Conflict Resolution

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You're dealing with a difficult team member. How can you get them to work with you?

1

2

3

4

5

6

7

1 Identify the problem

2 Prepare for the conversation

3 Listen and empathize

4 Share your perspective

5 Collaborate on solutions

6 Follow up and monitor

7 Here’s what else to consider

Conflict Resolution

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You're dealing with a difficult team member. How can you get them to work with you?

1

2

3

4

5

6

7

1 Identify the problem

2 Prepare for the conversation

3 Listen and empathize

4 Share your perspective

5 Collaborate on solutions

6 Follow up and monitor

7 Here’s what else to consider

Conflict Resolution

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