You’re working with a difficult team member. How can you handle them effectively?

A wise leader should consider the reasons why the employee is a “difficult” employee. This reflection needs to be taken to identify and mitigate biases. After that it is important to take the perspective of the employee assuming that “being difficult” is a correct response. Now the leader has a clearer view of the needs and motivations behind the expressed behaviour. On these basis it is possible to start thinking about a strategy.

pinpointing the root cause is crucial. It could involve assessing whether the team member lacks the necessary skills for their role, feels demotivated or disengaged, struggles with communication, or clashes with others due to personality differences. Once identified, you can tailor your approach accordingly, whether it's providing training and support, offering incentives for motivation, improving communication channels, or facilitating conflict resolution.

Handling a difficult team member effectively involves several key steps. First, address the issue privately, focusing on specific behaviors rather than personality traits. Listen actively to understand their perspective and collaborate on finding solutions. Set clear expectations and consequences for improvement. Provide support and resources for skill development if needed. Utilize regular check-ins to monitor progress and offer feedback. Foster a positive team environment by highlighting strengths and achievements. If the situation persists, involve HR or a mediator for further assistance. Consistency, empathy, and communication are vital in managing difficult team members.

Cuando nos enfrentamos a un miembro de equipo difícil, es esencial abordar la situación de manera clara y objetiva donde. a) Identificamos los hechos que lo se?alan como una persona difícil de manera centrada y empática, con el objetivo de promover su desarrollo, b) Comunicamos estos hechos de forma directa, respetuosa y sin rodeos, destacando la necesidad de cambios en su comportamiento/desempe?o, c) de manera conjunta dise?amos un plan de acción y desarrollo que visualice claramente la progresión y los cambios necesarios y d) Proporcionamos retroalimentación constante donde también reconocemos los avances logrados.

First, separate facts from stories and write them down. It’s easier to identify them when they are in writing. Usually “difficult” employees behave that way because they have an unmet need. Remember, this is not about who’s right or wrong. It’s about discovering what has led to this point where an employee is perceived as difficult.

Set up time for 1:1 discussion with the challenging team member. Approach the conversation with empathy and curiosity. It is important to focus on the behavior and not the person. Avoid using general statements and provide specific examples of the behavior causing problems. Practice active listening, don’t interrupt and acknowledge their feelings and concerns. It is important for them to feel heard in order for them to be receptive to your feedback. Communicate your expectations going forward and work together to come up with potential solutions and document the agreement.

t's important to address the issue directly with the team member in a private setting. Arrange a meeting to discuss your observations and concerns, focusing on specific behaviors rather than making personal judgments. Be empathetic and listen actively to their perspective. Together, explore potential solutions and agree on actionable steps to improve collaboration and productivity. Follow up regularly to monitor progress and offer support as needed.

Offer them constructive feedback on their performance and behavior, highlighting areas for improvement and providing specific examples. Additionally, consider offering coaching or mentoring sessions to help them develop the skills they may be lacking. Providing access to relevant training resources or workshops can also contribute to their professional growth and ultimately improve their contributions to the team.

Encourage open and honest communication while remaining calm and professional, even in challenging situations. Focus on finding mutually beneficial solutions and facilitating productive discussions to address any disagreements or misunderstandings.

We all have personal biases. The challenging thing with these is that we're most often unaware of them. Point being? Check your bias before you assume that a team member is a problem. Is there a possibility you have a bias against them for some underlying reason? To check your bias, ask those around you for their opinion, but not those extremely close to you, as you'll often get an echo chamber. Ask someone whose opinion you trust but who will tell you what you need to hear... not just what you want to hear!