Managing the Unmanageable: The 6 Most Common Types of Difficult Employees

 

 

The most common difficult employee profiles:

Dealing with Difficult Employees: A Guide to Common Profiles

Every manager encounters difficult employees at some point. These individuals can create a toxic work environment, drain team morale, and hinder productivity. Here's a breakdown of some common difficult employee profiles and tips on how to approach them:

1. The Victim:

• Description: Always blames others, avoids accountability, and plays the "poor me" card.
• Approach: Clearly define their responsibilities, deadlines, and expected quality. Use a language of accountability and set firm boundaries.

2. The Hisser:

• Description: Prone to outbursts, aggression, and complaints. Often has a big ego and manipulates others.
• Approach: Investigate their concerns, but don't tolerate negativity. Focus on solutions and set clear performance improvement plans. Be prepared for possible termination if behavior persists.

3. The Negative Nellie:

• Description: Resists change, criticizes everything, and spreads negativity.
• Approach: Acknowledge their concerns, but reframe them into opportunities for improvement. Leverage their critical thinking to identify potential issues, but redirect their negativity towards solutions.

4. The Ghost:

• Description: Frequently absent, misses deadlines, and avoids work responsibilities.
• Approach: Have a frank discussion about their job satisfaction and performance. Offer resources and support, but be prepared for potential termination if they continue disappearing.

5. The Narcissist:

• Description: Self-absorbed, lacks empathy, and prioritizes personal gain over team success.
• Approach: Difficult to change, but consider limited team interaction or individual work arrangements if they're highly talented. Focus on their goals and how their behavior impacts achieving them.

6. The Einstein:

• Description: Highly intelligent, arrogant, and inflexible in their views.
• Approach: Help them understand how their intelligence affects the team. Encourage self-reflection and guide them towards adapting their behavior for a more collaborative environment.

Remember:

• Early intervention is key. Address problems sooner rather than later to minimize impact on the team.
• Be objective and professional. Avoid personal attacks and focus on specific behaviors and their consequences.
• Document everything. Keep records of conversations, performance issues, and steps taken.
• Seek support from HR. They can provide guidance, resources, and help navigate complex situations.

By understanding these profiles and utilizing appropriate approaches, you can effectively manage difficult employees and create a more positive and productive work environment for everyone.