Managing Difficult Employees with Emotional Intelligence
As a manager, I always put my emotions in check because dealing with humans is a big deal and they will want to stain your white. It’s inevitable—no matter how amazing your team is, there will always be a few difficult employees who test your patience. Whether it’s the one who constantly misses deadlines, the one with a toxic attitude, or the one who refuses to be a team player, learning how to navigate these situations with grace and authority is key to maintaining a productive workplace.
Here’s how to handle difficult employees while keeping your composure:
1. Stay Emotionally Balanced
When dealing with a challenging employee, the first rule of thumb is to control your emotions. Don’t react impulsively. Instead, breathe, take a moment to step back, and assess the situation with a calm and clear mind. Remember, people will try to “stain your white,” but your ability to remain composed is what separates you as a manager.
If you react emotionally, it could escalate the situation or give the employee more power than necessary. Keep your cool and address the issue objectively.
2. Identify the Root Cause
It’s important to understand *why* the employee is behaving in a difficult manner. Are they struggling with personal issues? Is there a misunderstanding about their role? Or are they simply unmotivated?
Getting to the bottom of the issue allows you to tackle it head-on. Don’t assume, but ask probing questions and encourage open communication. By addressing the root cause, you may be able to resolve the situation more effectively.
3. Document Everything
When dealing with repeated issues, make sure you document all interactions and feedback provided. Keep a record of meetings, the concerns raised, and any agreements or action plans.
This documentation not only serves as a reminder for the employee but also protects you and your company in case the situation escalates to formal disciplinary action.
4. Offer Constructive Feedback
While it’s tempting to address issues with harsh words, it’s better to give constructive criticism. Be firm but fair. Focus on the behaviour, not the person, and provide specific examples of where improvement is needed.
For example, instead of saying, “You’re always late,” say, “I’ve noticed you’ve been late to work three times this week. Punctuality is important to the team’s success, and we need to address this.”
5. Give Them a Chance to Improve
Sometimes, difficult employees are unaware of the impact of their actions. Give them a chance to improve by providing guidance and support. Set a timeline for change and outline the steps they need to take.
Make it clear that you want to help them succeed but also highlight the consequences if no improvement is seen.
6. Know When to Escalate
If the behaviour doesn’t change despite your efforts, it may be time to take more formal steps. This could involve HR intervention, a performance improvement plan (PIP), or even considering termination if the employee is causing disruption or lowering team morale.
Always follow company policies when escalating the situation to avoid any legal repercussions.
7. Stay Consistent
One thing that can undermine your authority is inconsistency. Make sure you handle all employees fairly and don’t let personal biases affect your judgment. Difficult employees may try to test boundaries, but consistency in how you handle these situations builds trust with your team and reinforces a culture of accountability.
In conclusion, being a manager requires patience, emotional intelligence, and the ability to deal with challenging situations. Difficult employees may try to stain your white, but by staying calm, objective, and professional, you can address their behaviour without compromising your leadership. Keep your emotions in check, always aim for resolution, and remember that every tough moment is an opportunity to grow stronger as a leader.
