How to Deal With Your Most Difficult Employees Professionally- Six Steps

Every manager will no doubt  have to deal with a difficult employee at one time or another.  Dealing with these employees can become very stressful at times but you must be able to deal with these situations in a professional manner. If you fail to confront these issues it will eventually disrupt good office camaraderie and impede organizational success.

Here are steps that you can take that will help you deal with your most difficult employees on a professional level and hopefully accomplish some positive results.

Step 1
Approach employee
First, you should approach the employee in a delicate manner to make them of aware of the inappropriate behavior they have been demonstrating.  Perhaps they are not aware of their behavior and would change once you bring it to their attention.  If the negative behavior continues, schedule a face-to-face meeting with the employee.

Step 2
Meet with employee
Early on in the meeting you should remind the employee of how you had brought the behavior problem to their attention before but that their behavior has not changed.  Allow the employee a chance to explain why they are displaying such poor behavior.  Surely, there must be a reasonable explanation as to why they are behaving inappropriately.  But still you don’t believe that there is no real justification for that type of behavior .  Perhaps the employee is having some personal problems like going through a divorce, or having financial problems, or maybe a death of a loved one.  And sometimes some individuals are just plain difficult to get along with, no matter what!  Whatever the reason, you will need to convince them that they will need to change their behavior in the workplace at once. At some point during the meeting, you should refer to the company handbook regarding appropriate office behavior vs. inappropriate behavior.  Point out the consequences for inappropriate behavior e.g. (write up, verbal warning, suspension, termination).  You should then settle on a course of action.

Step 3
Institute an action plan
Establish an action plan that will help give the employee reasonable time to get on the right track.  For example, you could enroll them in an anger management course to help with anger problems.  Or you could offer to provide team building lessons at the expense of the company.  A class on office etiquette will also be helpful. Or perhaps they will need to take some time off from work to deal with personal issues.  Have them set realistic goals and help them work towards achieving them. You should collaborate with your human resources department to help implement this plan.

Step 4
Coach employee
Now that you have an understanding of how the employee is trying to convert from negative to positive behavior, continue to motivate them.  Show them how they have made great improvements in work productivity and office behavior.

Step 5
Document
You should document all activity pertaining to this case.  Have your employee keep a record and you keep a record in your files, signed and dated.

Step 6
Follow-up
Continue to follow-up and meet with them often.  Let them know that you are concerned about their well-being.  Establish an open-door policy where they will feel comfortable approaching you if they are ever in need of your assistance.