How to Deal with Difficult Employees

Managing people can be tricky, everyone is individual, has different needs, values and much more.

There has been propositions that there are no difficult employees, only bad employers – however this is highly simplistic. Also looking at it reasonably, there are probably both!

Most of the time, employees will perform their duties satisfactorily, turn up to work and leave work as contracted and will carry out instructions and the working relationship will be functional.

On the flip side, managers will come across at some point in their career a difficult employee who displays unwanted behaviour and the relationship that becomes strained.

What is a difficult employee??

A difficult employee may be someone who fails to perform responsibly or professionally within the workplace. This could cover a wide variety of behaviours some examples could include being disruptive, creating hostile environments, gossiping, not following instructions, not working productively, taking longer breaks or arriving late and leaving early.

Reasons for Difficult Behaviour could include:

• Leadership styles
• Communication styles
• Role expectations
• Job performance
• Frustration

These reasons can manifest and cause several people issues including:

• ?Increased number of disciplinaries and grievances
• ?Poor timekeeping
• ?Poor attendance
• Poor performance
• Low employee morale

Managing the Difficult Behaviour

Where problems arise with employees, we always recommend dealing with it quickly and in a correct, fair, and reasonable manner as it reduces any toxic impact on the working relationship, employee engagement, team morale and performance and also this can reduce the risk of the issue becoming a legal matter.

Usually this starts with an open and honest conversation. The conversation should cover the reasons for concern, why it has been a concern, what is expected and a joint plan of action of what needs to happen and explanation of what will happen if it reoccurs (in line with company policies and procedure), whilst understanding from the individual the reasons for their behaviour (do they have training requirements, are the unsure of their role and responsibilities, is there a workplace conflict that you are not aware of, are there any mitigating circumstances that need to be taken into account?)

Tips for approaching difficult employees:

• Do not ignore. Negative statements or behaviour.?If you hear/see or receive a complaint whether it is informal or formal, take action in accordance with the company procedures and policies. This reduces the risk of the workplace becoming negative and also reduces the legal risk. (If you do not have policies in place, you can follow ACAS guidelines and get in touch with us).
• Find out the facts. Usually if an employee is displaying difficult behaviour, there is a reason for it. This means having a conversation and listening to the employees’ point of view and perspective, it may be something that can be easily resolved.
• Remind the employee that they control their actions, behaviour, and attitude. Make it clear to the employee that you expect to see changes in their behaviour. Set out the specific behaviours you wish to see improve.
• Give clear behavioural feedback about what they need to be doing differently. Write down key points.
• Be consistent.
• Set consequences.?If problem employees do not believe their behaviour will have any real consequences, they are unlikely to change.
• Work through your company’s processes.?This will allow you take action including up to dismissal if it comes to it.?

Need more guidance?

MUSE:HR are generalist HR consultants who can provide your business with guidance on all aspects of the employee lifecycle including training and advice on dealing with difficult employees.

If you are dealing with some people issues and you want to receive support, guidance and advice get in touch with us.?