Manage the ‘unmanageables’ with these 8 tips
Ask any project manager his biggest peeve — DIFFICULT EMPLOYEES will be his shooting answer. There will be at least one or two employee names on his mouth who are constantly making things ’difficult’ for him and the rest of the departments. The term ‘difficult employees’ holds different meanings for different managers. For some, it is a kind of behavioral issue, whereas, for others, it is related to poor performance.
Finding it difficult to deal with employees and manage work. Switch to ProofHub!
It seems that some people are just born to be difficult. They are not that hard to recognize. Just look around. He might be sitting two cubicles away from you. They come late and leave early. They never submit their reports on time and have an excuse for every failure. They can be a real pain for other team members for their condescending remarks or refuse to play by the rules. This can dramatically transform your workplace into nothing less than a ‘Big Brother’ house. Naturally, no one would like to surround themselves with negative people like these, forget about working with them.
But, someone has to bring the elephant in the room. It becomes the responsibility of project managers to find a way to tackle with these problematic employees. Easier said than done, right? Here are some tips that can help you deal with these difficult employees.
1. Don’t ignore the problem
Ignoring a problem can convert it into a big trouble. It’s always advisable to confront the person as soon as the problems start to arise. Such difficult people can also affect the overall productivity, reduce the morale of the employees which can cause a significant harm to the business or an organization. It can start with not adhering to the rules, being cocky or rigid in accepting new technologies or management tools at workplace.
Thus, it’s better to have a one-on-one conversation to understand if this a character flaw or something else leads to this behavior. So, ignoring the situation is the wrong solution to what can turn into a future problem.
2. Develop a plan
As soon as the employees start being ‘difficult’, a manager needs to step in the picture before it gets out of hand. He should prepare himself with a plan, otherwise, this snowball effect of problems will only escalate. Based on his personal observations, he can assess whether the situation needs coaching, counseling or training.
- Coaching can emphasize on various behavioral patterns that need to be worked upon
- Counseling can help him to get feedback that can help him improve
- Training can fill the knowledge gaps
Selecting any of the above measures can help an employee with a constructive feedback that can help him to change his ways for his own and others good.
3. Keep it thoroughly professional
While approaching this sensitive issue it is better to go without any preconceived notions and keep any personal or general assumptions aside. Always remember that he was hired only because he seemed perfect for the role. Keep it as professional as possible. Also, ask about if there are any external or personal factors influencing his actions. Offer any assistance or resources on your as well as company’s part to help them get out of his personal turmoil.
4. Incorporate team building exercises
A project manager has to find different methods to help the team grow as a whole. He can try incorporating various team building exercises to narrow down the bridge between the problematic employee and other employees. These activities can help employees to redress their grievances and provide them an opportunity to interact or help them to understand each other better. These fun activities can help you to get rid of usual animosity in the workplace.
5. Develop a solution together
The main purpose of a manager discussing the seriousness of the matter with an employee is to come up with a solution which is agreed upon by both of them. Such situations can easily turn into nasty confrontations as the employee can be easily offended. Taking the gravity of the issue into account, the managers need to be extra cautious with the words they use. Remember, it’s not about winning but settling upon an agreement which is the best intention for both the employee and organization.
6. Help him to get back on track
After the feedback is shared, at first, it can be little overwhelming for an employee to handle the situation. It can lower down his confidence level that can make him feel emotionally weak, intimidated and vulnerable at that point. He may struggle to get back on the track. Being a project manager, it is your duty to manage people just as you manage projects.
You should coach him to display appropriate and more acceptable behaviors. Understand that the employee needs some time to get used to these ‘new behaviors’ expected from him.
7. Plan proper follow-ups
Implementing new behavioral patterns is hard. Be patient. It may take some time for you and others to observe changes in an employee’s behavior. It’s not wise to expect instant results. You’ll have to keep a check on him and plan proper follow-ups. Otherwise, all the progress and developments will go back to square one. So, it is better to aim for continuous improvement rather than hoping to get instant results.
8. Know when you are at end
While the goal is to reach a mutually acceptable solution, however, it is not always possible. There comes a point when you reach an impasse and the employee is not willing to change his behavior. Then one should not hesitate to take a disciplinary action as per the company’s guidelines. Not doing so is a disservice to the problematic employee, other employees and the organization.
“Make your projects flawless. Try ProofHub!”
Found this post useful? Don’t forget to hit the green clap button below and spread the love. It would mean a lot to us.
Liked this post? If yes, then you are going to love this one as well —
