How to work with a challenging teammate

When team members do not get along, teamwork may become a living nightmare. Tasks take longer to complete, and anxiety is palpable. A toxic atmosphere might contribute to mutual dissatisfaction.

Managers and coworkers must be capable of confronting and dealing with a wide variety of individuals. Dealing with a difficult team member is critical to success (s). The objective is to align all team members' views to complete the assignment.

Here are some recommendations for managers and staff coping with team members that make work difficult:

Define the problem

Difficult team members manifest themselves in a variety of ways. Bullies attempt to steer the team in a certain way. Whiners spend an excessive amount of time whining and delaying, which has a detrimental effect on productivity and deadlines.

When confronted with a task, the toddler tantrum type erupts with rage. The indifferent team member performs the bare minimum and is unconcerned with the repercussions. Pessimistic team members are cynics who constantly forecast the worst-case scenario. Team members may bring personal issues to work. Distracted and often distressed, it isn't easy to concentrate on the work at hand.

Each team and each member of the team is distinct. It is hard to provide an entire list of team member kinds. The critical point is identifying the personality characteristics that restrict the individual from collaborating with the team.

Step away

After the first meeting, it may take some time to digest what was discussed. Often, the disappointments and difficulties expressed by team members are justified. A team member may feel numb due to the team's cliques, and their reaction is to disconnect. Such considerations should be made for future connections.

Taking the time to analyze what the other person has said ensures that the next move will be evaluated thoroughly and appropriately. The incorrect technique may compound the problem. The objective is to improve conditions, not to exacerbate them.

Determine the most effective strategy

Managers and coworkers must confront and deal forcefully with recalcitrant team members. Regardless of the severity of the other employee's actions or their degree of rage, such a confrontation is inappropriate. The problem is to do so without alienating the individual. Immediately rule out disciplining the individual in front of the team.

A good people person understands when to depart from a situation before acting inappropriately. Unacceptable conduct might have long-term ramifications, including disciplinary action or termination. The best action plan for dealing with difficult members is to establish the appropriate line of action and strategy carefully.

Engage in conversation

Employees like the ability to share concerns and difficulties with a team member. Identifying the source of the issue simplifies the process of finding a solution. The only option to resolve many circumstances is to approach the one causing the difficulty or discomfort. Professionals may discuss work-related issues without escalating into an unpleasant conflict.

Take care of the aftermath.

Individuals dislike being challenged or called out for inappropriate conduct. Following a dispute, the difficult team member may feel aggrieved. A conversation about the team's objectives and strategies for addressing the problem will go a long way toward resolving the issue. If things get out of hand, an apology may be in order.

Now that team members understand how others feel; there is a possibility that the difficult conduct may cease. Individuals act in predictable ways without being aware of it. When the issue is brought up, a new viewpoint may develop.

When the team member considers it later, they may feel humiliated about the uncooperative conduct. A disobedient team member may be obstinate and unwilling to change. Utilize official procedures to file a complaint and request disciplinary action.

It is vital to restore normalcy to team relations after a dispute. A successful project or assignment requires that all team members concentrate on the goal and their role in making it happen.

To summarize

Where team members are difficult, the issue must be resolved. The approach to resolving the issue must be deliberate and not made in the heat of the moment. The confrontation may be required, and this necessitates 'fighting fairly.' Following an altercation, the team must recover and resume working together. With the proper technique, dealing with difficult people is feasible.