Every workplace has at least one employee (if not more) who can create problems, drama, or just plain make others uncomfortable. Difficult employees may present in different forms. They may be bullies, constant complainers, control freaks, negative gossips, one-uppers, or overly critical. Sometimes these employees make it difficult for others to do their job. At any rate, such personalities help to create a negative work culture, because they are so difficult. Either everyone around them tries to ignore their behavior, is too afraid to say something about it, or they pick up on the negativity themselves and join in. Needless to say, having to manage such difficult employees can be a drain on a supervisor’s time, not to mention a cog in the smooth operations of your organization.
While there are always circumstances that might need to be taken into consideration, such as Americans with Disabilities Act (ADA) protections for certain employees, managing difficult employees calls for some positive action steps from management. The employer and manager must stand up for the rest of the workforce, and if this involves coaching, establishing boundaries, or issuing goals for the difficult employee to meet, the sooner the better. Clearly, employers and HR need to document interactions with these difficult employees and invite respect rather than becoming a “friend. Building respect and trust can translate to more positive engagement by the employee.
Find out more about how to handle difficult employees, and get valuable tips from our in-depth webinar on this subject on November 14, when Dr. Steve Albrecht.
You’ll learn how to:
- Recognize how managers inadvertently reward negative and destructive behaviors
- Provide coaching using a proven method Identify the steps to act on to keep total control of the situation
- Clearly define expectations for how the toxic behavior must change
- Maintain emotions and control frustrations
- Set boundaries in a respectful and professional way
- Abide by legal limits around ADA-protected and other employees, maintaining required accommodations, if any
- Document interactions and set a timeline for goals achieved
- Provide rewards for change, or penalties if no progress is made
- Focus on the behavior you see and not the attitude behind it
- Identify the myriad forms of bullying there are that you need to control
- Figure out which topics should not be talked about at work
- Use coaching meetings with a purpose.
- Develop both performance improvement plans (PIPs) and behavior improvement plans (BIPs) to get sustained changes in employees with both issues
YOUR EXPERT INSTRUCTOR
Dr. Steve Albrecht manages a Colorado Springs-based training, coaching, and management consulting firm. As a trainer, speaker, author, and consultant, Dr. Albrecht is internationally recognized for his expertise in high-risk HR issues. He provides HR consulting, site security assessments, coaching, and training workshops in supervisory improvement, workplace violence prevention, harassment prevention, drug and alcohol awareness, team building and team conflict resolution, negotiation, and stress management.
Dr. Albrecht holds a B.A. in English, a B.S. in Psychology, an M.A. in Security Management, and a doctoral degree in Business Administration (D.B.A.). He has been a trainer for over 30 years and is certified as a Professional in Human Resources (PHR) by the Society for Human Resource Management, as a Certified Protection Professional (CPP) by the American Society for Industrial Security, and as a Board Certified Coach (BCC) by the Center for Credentialing and Education.
Dr. Albrecht has been speaking and teaching at universities and other venues on management, leadership, and conflict resolution issues since 1996. He has written 20 books on business, HR, security, and criminal justice topics.
This program has been pre-approved for 1.5 hours of general recertification credit toward PHR and SPHR recertification.
Business & Legal Resources (BLR) is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CP or SHRM-SCP. This program is valid for 1.5 PDCs for the SHRM-CP or SHRM-SCP.