Beyond Labels: Effective Strategies for Managing Difficult Workplace Behaviors

We've all encountered them: the coworker who constantly complains, the one who undermines the team, or the perpetually late and disorganized teammate. Labelling people as "difficult employees" can be tempting, but it often oversimplifies complex situations and doesn't offer solutions. Instead, it's time to focus on understanding underlying behaviours and finding ways to promote a healthy, productive work environment for everyone.

The Trouble with "Difficult"

The term "difficult employee" has several problems:

• Subjective: What one person finds difficult, another might manage with ease. It's based heavily on individual expectations and personal work styles.
• Dismissive: It risks dismissing genuine concerns an employee might have. They may be struggling with aspects of their job, work-life balance, or interpersonal issues within the team.
• Focuses on the Person, Not the Behavior: Labeling someone as "difficult" makes it about their inherent character rather than specific actions that are detrimental to the workplace.

Shifting the Mindset to Focus on Behaviors

A more productive approach is to address specific behaviors that are disruptive or counter-productive. Here's how to reframe your thinking:

1. Identify the Impact: Instead of thinking "This person is difficult," ask, "How is this behaviour affecting team morale/productivity/client relations?"
2. Be Specific: Don't use vague generalizations. Note down exactly what actions are causing the issue (e.g., consistently missed deadlines, negative outbursts in meetings, spreading rumours).
3. Look for Patterns: Is the behaviour a one-off, or does it repeat? Are there any situational triggers (e.g., stressful periods, or when working with certain people)?

Addressing Difficult Behaviors: Strategies That Work

Once you have a clearer picture of the problematic behaviours, these steps help address them effectively:

• Private Conversation: Talk one-on-one with the individual in a calm, private setting. Avoid accusations and focus on the impact of their behaviour on the team and goals.
• Be Empathetic, But Firm: Acknowledge their perspective, but explain clearly that the behavior needs to change. Offer support with finding solutions together.
• Document Issues: Keep accurate records of incidents, conversations, and any agreed-upon action plans. This protects both you and the employee in case of future disputes.
• Set Specific Expectations: Don't leave room for interpretations. Clearly outline what needs to change and by when.
• Follow Through and Provide Support: Check in regularly. Offer resources for improvement (training, mentorship) if relevant. Positive reinforcement for improvement goes a long way.
• Involve HR When Necessary: For serious or repeated offences, or situations involving harassment and discrimination, engage HR professionals to guide the process.

When Behavior Stems From Deeper Issues

Sometimes disruptive behaviour masks underlying problems that need to be acknowledged and addressed:

• Mental Health Struggles: Consider if the employee is dealing with stress, burnout, or undiagnosed mental health issues. Sensitively suggest they seek support and point towards resources if your company provides them.
• Skills Gaps: Struggles with work may stem from insufficient training. Assess if they need additional guidance to succeed in their role.
• Feeling Undervalued: Negative behaviour sometimes results from employees feeling demotivated and unappreciated. Explore ways to recognize their contributions and provide growth opportunities.

Important Considerations

• Don't Go it Alone: Difficult employee situations can be draining. Consult with your manager or HR for support and strategies.
• Workplace Culture Matters: If difficult behaviours are widespread, it may signal a need to examine the broader workplace culture and address systemic issues.
• Consistency is Key: Be fair and consistent in addressing behavioural issues across the team to avoid perceptions of favouritism.

Final Thoughts

Dealing with challenging workplace behaviours is part of being a manager or working within a team. Ditching the "difficult" label in favour of a behavior-focused approach leads to more constructive solutions. By being patient, empathetic, and firm, you can create a work environment where everyone feels valued, respected, and capable of delivering their best.

For organizations seeking further support in addressing behavioural issues and promoting a positive workplace culture, Learning Management System (LMS) can be a valuable tool. Platforms like Green LMS offer various applications, including Talent Development Software, LMS for colleges, LMS for Schools, LMS for Corporate, and LMS for Business. These systems often include training resources on conflict resolution, communication skills, and building positive team dynamics, empowering both managers and employees with the necessary tools to foster a healthier workplace.