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The following article was published in our article directory on August 22, 2016.
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Managing Difficult Employees: What you Should Know

Article Category: Leadership

Author Name: Theodore Henderson

Managers have great responsibilities on their shoulders, as they are tasked to keep everything in order. They are in charge of keeping everything in order and ensuring that everyone gets their jobs done. Sadly, not all workplaces are perfect. There are times when a manager will have hard time managing difficult employees.
Types of Difficult Employees

Difficult employees are everywhere, whether we like it or not. There are instances when a manager will be surrounded by difficult employees and would not know what to do. The secret to handling difficult coworkers is to know what kind of difficult employees they are. Some of the most common difficult employees are:

Slackers. Slackers are sometimes difficult to find. There are obvious slackers who are known for loitering during work hours or lingering in the cafeteria or pantry for a long time. Some lazy employees are difficult to determine, as they may seem like they are working. However, they are not as efficient as they should be.

Victims. The victims are employees who are the least accountable. They always blame others whenever something went wrong. They never take responsibility for their actions, as they always feel like it is their coworkers� fault.

Power Grabbers. Handling difficult coworkers who are considered as power grabbers can be tricky, as they are in a constant power struggle with their bosses or superiors. They cannot be handled, as they do not want anyone to tell them what to do. They tend to showcase their achievements are in a constant need for attention.

Loners. Loners are easy to spot, as they are always working alone. They are the employees who tend to work in front of their computers without showing any interest in socializing with their coworkers. Handling these types of employees may require a manager to improve their employees� emotional intelligence. This is to encourage them to get out of their comfort zones.

Clingers. Clingers are usually the employees who are always dependent on others. They always turn to their colleagues or their boss for advice or instructions before making their own decisions. Clingers are difficult employees, as they hinder their own potential.

Dealing with a slacker is different from dealing with a clinger. Knowing what kind of difficult employee you are handling is vital to determine the kind of approach that you can use.
Why Managers Should Manage Difficult Employees

Learning the different kinds of employees does not stop from determining who fits the labels. It is also important to manage them, as serious problems in the workplace often arise. Unsolved problems involving employees usually result to hostility between coworkers as well as inefficiency and poor productivity.

Managers must talk with their difficult employee. They can try developing emotional intelligence for their problematic employees, as a means of encouraging them to be more involved in their jobs. This way, difficult employees are made aware of their mistakes and are given a chance to correct and improve themselves.

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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