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SpinDistribute.com Article Directory

The following article was published in our article directory on August 18, 2016.
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Different Ways to Managing Difficult Employees

Article Category: Leadership

Author Name: Theodore Henderson

One of the most difficult responsibilities of being a manager is handling difficult employees. Not all employees are alike; therefore, a manager�s approach to each of them should be personalized.
What is a Difficult Employee?

Have you encountered a subordinate who does not do what he or she is told even if you are the manager? Have you ever had a team member who always slack off? Do you have an employee whose mind seems to wander? If your answers to these questions are YES, then you are not alone.

There will come a time when managers will encounter someone who will disturb the peace in the workplace by doing something unruly or by simply doing nothing. These people are often referred to as difficult employees. They seem to have an issue when it comes to the way they work or lack thereof.
How to Manage Difficult Employees

Managing difficult employees requires managers to be both observant and patient. There are many ways to handle a unruly employee. Some of them include:

Determining who is the difficult employee. The first step in dealing with a difficult employee is determining who he or she is. It is important to spot which among your employees causes extreme difficulties in the workplace, so you can start analyzing why that employee is acting up or not doing his or her job.

Do not ignore the problem. After determining who causes the problem, make sure that you do not ignore him. It is your responsibility as a manager to confront the problem right away. Do not turn the other cheek, as it may escalate into something worse.

Do your research. Conduct a research about the employee. This will help you determine the primary cause of the problem. After doing the research and researching about your employee, it is time to talk to him.

Personally handle the problem. Do not let other people fix the problem for you. You have the title and the authority; therefore, you must be the first one to talk to the difficult employee.

Help the employee. Talking with him regarding the problem is not enough. As the leader of the team, you must help your employee get back on track. Developing emotional intelligence for him may help him or her have a fresh start and approach regarding his or her work.

If nothing else works, terminate him. If helping him develop his emotional intelligence his career growth, then you have no other choice. Termination is extremely harsh; nonetheless, this is the only way to show him that you mean business. You are all working for a common goal, which is why every team member should be on board when it comes to doing their job and fulfilling their responsibilities.

A manager has huge responsibilities and one of them is successfully handling difficult coworkers. As a manager, it is your responsibility to know how to spot the problem and solve it before it escalates.

Keywords: emotional intelligence, developing emotional intelligence, emotional intelligence effective leadership, emotional intelligence in career success, emotional intelligence in small business success, emotional intelligence in business communication, emotional intelligence for sales success, handling difficult employees, managing difficult employees, handling difficult coworkers

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