26 June 2019

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How to Handle Troublesome Employees?

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Everyone who has ever worked for an organisation knows, that people who are difficult to handle with at work are a sad reality. Ensuring that business goes on smoothly and everyone in the organisation gives his/her best, it has to be remembered that handling difficult people is a priority.

But first, it is necessary to understand which persons can be termed “difficult”. Following are the most commonly known difficult people at workplaces

The Complainer: A person who keeps on blaming other people for anything and everything.

The Unsatisfied: A person who makes life difficult for everyone around him/her by making unreasonable demands, in terms of amount of work and hours of work others put in.

The Bully: A person who intimidates others to his way of thinking or working.

The Outlaw: A person who behaves as if the organisation is his own kingdom and does what he likes without paying heed to rules.

The Black Hole: A person whose demands can never be fulfilled.

The Recluse: A person who does not communicate with co-workers.

The Know-It All: A person who claims that he known anything about everything in the organisation.


The onus of handling difficult people in an organisation lies with the manager as well as the co-workers. It is important that they are handled effectively and efficiently. Difficult people have the power to destabilise the working of an organisation. Here’s how difficult people can eat up the productivity of an organisation:

Team morale goes down: Difficult people are not only tough to handle, they also affect the team morale. As co-workers start avoiding them, a negative vibe ruins the atmosphere of the workplace.

Waste of time: Difficult people tend to waste not only their own time, but also other’s time too.

Unclear division of work: This is when a particularly difficult person in an organisation starts talking or treating the others in an unacceptable way. For instance, a subordinate starts treating his boss in a way as if both of them are on the same level of hierarchy by cutting him off in meetings, making changes in an official matter without seeking permission, making an uninvited entry into a cabined office or even making unauthorised purchases. This behaviour of the person will not only affect the boss, but also other co-workers. Other people may start behaving in the same manner and this will lead to a situation where nobody knows what his job entails. It is important in any sort of organization to maintain a hierarchy and keep to it.

In case a manager or a co-worker is not able to handle the difficult person, he may be labeled “difficult” too. This can actually have a devastating affect on his career.

There are as many ways of handling difficult people in an organisation as the number of managers. The more complex the problem, the harder it is to solve it. Here are tips on how to tackle difficult people in an organisation.

  • Being calm: Flaring up at the ineptitudes of the difficult person is not going to help at all. In fact, it may do just the reverse; it will make the person turn hostile. On the contrary, being calm gives the impression of being in control and commands respect. When the person one is dealing with sees that nothing can ruffle the calm demeanor, he is ultimately going to start paying attention.
  • Finding out the person’s intentions: Get this straight. No one is difficult just for the sake of being difficult. There must be a reason for it. A sensible manager or co-worker is going to make an effort to understand why the concerned person acts difficult.
  • Talk about the situation with others: It is very possible that your friends, colleagues or acquaintances may have faced a similar situation. Talk to them about it and get some perspective about the situation at hand. You may actually find some golden advice as to how to deal with it.
  • Make the person understand what you are doing: Make sure that the person concerned does not consider you a difficult person. Make him understand your intentions in dealing with him. He should understand that you are trying to handle him for the sake of the organisation.
  • Building a rapport: This is very important. Difficult people respond well to the human touch. Try to get to know him/her and his/her family and find out what his/her hobbies are. Get to know him/her as a person, and not only as a colleague. This will help you deal with him/her.
  • Give respect: Respect the person. Respect begets respect. When you show him/her respect, he/she will do the same.
    Ignore: When nothing works, ignoring is the next best idea. Do your daily tasks and talk with him/her only when necessary.
  • Escalate: When things get out of hand and the person is affecting the smooth functioning of the organisation, it is time for you to speak to your higher authority.

Handling difficult people is not easy but is a reality in any organisation that has to be dealt with.

 

Last Updated ( Monday, 05 July 2010 17:02 )  

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