Difficult people can negatively
impact team performance and morale. Developing the skills to identify and deal
with difficult people can help. Toward that aim, get to know six of the
most common difficult employee profiles:
1. The Victim
The victim is the least accountable
person in the office. Things always seem to happen “to” a victim.
How to approach The Victim: The manager must clearly define accountability. Be
really clear about what the person should be doing, the quality of the work
that should be delivered and the time in which that should happen. Adopt a
language of accountability.
2. The Hisser
Hissers are like coiled snakes. When
provoked, they rise and strike, leaving terror in their wake. Hissers are prone
to rants and raves. They can be pushy, or even be bullies. Nobody ever quite
knows what will set these people off.
How to approach The Hisser: Explore the factors that drive this person's behavior.
If the hisser doesn’t care how his or her behavior impacts the team, don't
expect a turnabout. Work with the Hisser on a 90-day performance plan outlining
opportunities for growth and change. If this step doesn't work, expect the
Hisser to move on.
3. The Negative Nellie
Negative Nellies always seem ready
to burst a good bubble. They are averse to change, and resist new policies and
processes.
How to approach a Negative Nellie: Negative employees can be trying, but
when managers know how to handle them, they actually can be important to team
dynamics. Every team needs a devil’s advocate! Try to help your
persistent pessimist leverage his or her negativity, in order to seek out
positive team results. But don’t put these particular people in a leadership
role!
4. The Ghost
Somewhere along the way, you'll hear
these things: “Sorry, I won’t be in today, I’m sick once again!” “I’d love
to help you with this project, but I’ve just got so many other things to do.”
“I’m running out for coffee. Be back soon [in an hour]!” The Ghost always seems
to disappear whenever there is work to be done.
How to approach The Ghost: Unfortunately, Ghosts rarely
turn themselves around. They may be ducking out to go on job interviews, or
they may just know in their heart of hearts that the job isn’t for them. A
frank, honest discussion about employee fit is often the most effective way to
deal with a Ghost.
5. The Narcissist
Narcissists are the opposite of team
players. They are all about themselves and their own egos.
How to approach a Narcissist: A narcissist is unlikely
to change, though change is possible. If a narcissist is
extremely talented, there may be a way to create an option where he or she
works alone or has limited team interaction. There are also some narcissists
who may be able to make adjustments if they are highly motivated
toward success. Their goal orientation will motivate them to modify their
behaviors when in team environments.
6. The Einstein
These people are smart, and they
know it. They are often quick to let everyone else know it, too. Einsteins are
rigid in their views and can often come across as arrogant.
How to approach an Einstein: Have
a know-it-all explore the ways in which his or her intelligence impacts the
team both positively and negatively. Let the Einsteen do a solo analysis
and draw his or her own conclusions. But guide the process so that you can
coach Mr. or Ms. Einstein through any necessary change.
Overall, managing difficult
employees is never easy, and it is a skill that can take years to develop.
However, when leaders do identify problem employees, they can be managed
-- either to improve behavior and performance, or to move on from the
organization. No matter what, difficult employees should be coached sooner,
rather than later, to minimize their impact on the rest of the team.
Comments