Not all employees are happy and content in their roles all the time, and sometimes issues arise as a result of the way particular team members behave, with the knock-on effects impacting their co-workers as well.

It’s the responsibility of HR pros to step in and find a path forward that works for everyone in such circumstances, so let’s talk about a few ways problematic employees can be managed which will benefit everyone.

difficult employee behavior
Image by yanalya on Freepik

Help Resolve Ongoing Problems That the Employee is Experiencing, e.g., IT Issues

HR plays a crucial role in addressing and resolving issues that might be contributing to difficult employee behavior. For example, persistent technical problems like slow computers or unreliable software can significantly impact an employee’s productivity and negatively influence their attitude towards work.

One way HR can help alleviate such concerns is by implementing a robust remote monitoring and management (RMM) system to proactively detect, prevent, and resolve any IT-related issues. An efficient RMM solution not only minimizes downtime but also empowers employees with seamless access to vital resources needed for smooth functioning.

By identifying ongoing hurdles faced by employees, whether it’s technological glitches or other workplace challenges, and taking appropriate steps to rectify them promptly, HR can foster a positive environment where frustration levels are reduced. As a result, improving overall morale as well as reducing instances of difficult behavior becomes increasingly achievable for the organization as a whole.

Encourage Open Communication Through Constructive Feedback Sessions

Establishing a culture of open communication is pivotal for addressing and managing difficult employee behavior. HR can create avenues that facilitate honest conversations, allowing everyone to express their thoughts and feelings without fear of repercussions.

One effective approach to encourage transparent dialogues is by implementing regular feedback sessions, both formal and informal. These meetings provide employees with opportunities to discuss their concerns candidly while also receiving valuable insights about their performance from managers or colleagues.

By creating a structured platform where difficult employees are given the space to voice their grievances in a non-judgmental atmosphere, HR enables them to take responsibility for improvements they need. Such sessions foster collaboration between team members as well as leaders, ensuring alignment on expectations and facilitating mutual understanding.

Equip Managers with Essential Conflict Resolution Skills and Techniques

Managers play a vital role in preventing potential conflicts from escalating into severe issues that impact the entire team’s working dynamics. As such, HR has an important responsibility to ensure managers are well-equipped with necessary skills and techniques to navigate challenging situations involving difficult employees.

Investing in regular conflict resolution training sessions for managers is a great starting point. These workshops could focus on developing active listening, empathy building, negotiation tactics, problem-solving strategies, and assertive communication abilities – all of which prove valuable in addressing employee concerns effectively.

It’s also crucial for HR to provide ongoing support when dealing with complex or sensitive cases by acting as mediators if required or offering guidance on the most suitable courses of action.

Implement Performance Improvement Plans for Struggling Employees

Performance improvement plans (PIPs) are invaluable tools designed to help struggling or difficult employees identify areas needing improvement and outline specific measures to address them effectively. HR can work closely with managers in devising tailored, goal-oriented PIPs that incorporate a realistic timeline and highlight desired outcomes.

When crafting the PIP, it’s essential to involve the employee in the process, ensuring transparency while building trust and buy-in from the individual. Regular check-ins throughout the plan period allow tracking progress, addressing any roadblocks encountered while offering support and guidance as necessary.

Effective PIPs foster two-way communication between management and employees, empowering team members to take ownership of their development journey while also holding them accountable for meeting stated objectives. By implementing comprehensive performance improvement plans rooted in empathy and understanding, HR plays an indispensable role in guiding difficult employees on a path towards positive change that benefits both themselves and their organization.

Monitor Progress and Continuously Evaluate the Effectiveness of Implemented Strategies

Periodic assessments are essential in measuring the success of formulated strategies to manage difficult employees. HR should closely track progress by monitoring key performance indicators, employee feedback, and overall workplace atmosphere, identifying areas requiring further attention or adjustments.

Continual evaluation ensures that efforts dedicated to addressing challenging behaviors remain effective while being flexible enough to adapt as circumstances evolve. By maintaining a systematic approach towards mitigating difficulties, HR fosters sustained improvements in work relationships and productivity, ultimately contributing to a harmonious work environment for everyone involved.

Wrapping Up

It’s important to recognize that HR professionals play a pivotal role in mitigating the challenges posed by difficult employees. By deploying these essential steps and proactively addressing workplace conflicts, you can create a harmonious environment that fosters collaboration and drives organizational success. Take action now to transform your workplace dynamics, and the rewards will flood in swiftly.