If you ever had to face the plight of dealing with challenging employees in the team, you are not alone. It goes without saying that humans are wired with complexities that sometimes make putting up with them a little overwhelming. While the complex nature of the human species is inevitable, it sometimes causes undue trouble. It gets even worse if you have to deal with such “troubles” in the workplace.

Employees with negative traits can sometimes lead to an unfavorable work environment therefore breeding problems that lower employee morale and have an impact on the overall team productivity. However, as business owners or entrepreneurs, it might be very difficult to spot difficult and challenging employees during the hiring process as it is only with time that such employees start becoming more comfortable with their traits. If you are one of the people regretting that new hire, then don’t beat yourself up too much. It’s okay because its only a matter of time till your nervousness will level off and you will get more comfortable in identifying the possible red flags in an employee.

Thus, in this blog we will navigate a better course of action for you to spot and deal with difficult and challenging employees because no matter how good you are at your work, your business will suffer if you do not come up with a way of handling your team in a way that would not disrupt the normal operations of your business. How you handle such employees in a team at your workplace is ultimately going to define your power as an entrepreneur or a business owner.

1. The Aggressive

Often characterized as repulsive, aggressive employees are known to possess a confrontational attitude who are okay to work at the cost of interpersonal harmony. However, this drive in their nature can sometimes put them on the wrong foot, making them appear as somebody who is not just rude but also abrasive and dismissive therefore creating an environment of tension which ultimately has an impact on the collaborative setting of the team.

Addressing the presence of aggressive employees is crucial for maintaining a healthy work environment and ensuring productivity. Strategies for dealing with them include initiating open dialogues to discuss behavior impacts, setting clear expectations for respectful conduct, providing specific feedback on instances of aggression, offering support to address underlying reasons, establishing and enforcing boundaries, leading by example, facilitating conflict resolution processes, monitoring progress, considering disciplinary action if behavior persists, and seeking external assistance when necessary, such as from HR professionals or conflict resolution specialists. These measures aim to promote a culture of respect, collaboration, and accountability within the organization.

2. The Passive Aggressive

The Passive Aggressive employee is characterized by their tendency to avoid direct confrontation and instead express their opposition or discontent through subtle, often disguised behaviors. These behaviors may include eye-rolling, backhanded remarks, feigned confusion, and intentional procrastination. Unlike overt aggression, passive aggression operates under the surface, undermining productivity and fostering a toxic work environment if left unchecked.

Effectively managing passive-aggressive employees as a business owner or leader involves several key strategies. Firstly, recognizing patterns of passive aggression through subtle signs like sarcasm or avoidance is crucial. Encouraging open communication and addressing behavior promptly are vital to maintaining a healthy workplace culture. Clarifying expectations and providing constructive feedback help guide employees towards more transparent interactions. Additionally, promoting conflict resolution skills and leading by example demonstrate the value of direct communication. Monitoring progress and considering individual needs, such as addressing underlying issues, are essential for supporting employees in overcoming passive-aggressive tendencies.

3. The inflexible

These employees are often regarded as intriguing and can be relied upon to fulfill their commitments without failure. However, these employees often resist taking upon additional responsibilities often because they are scared to step out of their “comfort zone”. This inflexibility often stands as a roadblock during difficult business times especially when team members have to pitch in over and beyond their usual working hours.

While they manage to complete their assigned tasks adequately overall, their reluctance to adapt during crunch times may lead to frustration for you and the team.

It’s important to recognize that their refusal to accommodate extra work isn’t necessarily a personal slight. Nonetheless, it can be difficult not to interpret their reluctance as a rejection of your leadership or the team’s needs, especially when such requests are infrequent.

Business owners can effectively manage inflexible employees by first acknowledging their reliability in meeting their existing commitments. It’s crucial to communicate openly with these employees to understand their reasons for resisting additional tasks, which could range from workload concerns to personal limitations. Encourage discussions about workload distribution and offer support in prioritizing tasks to alleviate their concerns. Additionally, setting clear expectations about flexibility during peak periods and offering incentives or rewards for stepping up when needed can motivate them to be more adaptable. However, if their inflexibility persists and significantly impacts team performance, consider reassigning tasks or providing additional training to help them broaden their skill set and become more versatile contributors to the team.

4. The Fundamentalist

Contrarily, individuals who adhere to a “fundamentalist” mindset are inclined to stick to the methods and tasks they’ve been explicitly taught. They tend to lack innovation and rarely exhibit out-of-the-box thinking. These employees are content with fulfilling the minimum requirements to maintain their positions and seldom invest efforts in expanding their knowledge or skills. Rather than striving for excellence, they settle for satisfactory results, often neglecting opportunities for self-improvement or challenging themselves to achieve beyond what is expected. Essentially, they operate within the confines of their job description, focusing solely on completing essential tasks.

Firstly, provide clear expectations and guidelines for job responsibilities, emphasizing the importance of quality and innovation. Encourage continuous learning and development through training programs or workshops to broaden their skill set and encourage growth. Offer incentives or recognition for exceeding expectations and demonstrating initiative beyond the minimum requirements. Additionally, foster a supportive and collaborative work environment where employees feel empowered to share ideas and take calculated risks. Regular feedback sessions can also help align their performance with company goals and motivate them to strive for excellence.

5. The Egomaniac

The individual dubbed as “The egomaniac” exudes an unwavering belief in their intellectual superiority, often perceiving themselves as the foremost authority in any given situation. Their reluctance to acknowledge their own limitations renders them resistant to seeking assistance or feedback, fostering an environment where they dominate conversations rather than engage in active listening. While their demeanor may not necessarily be hostile, their overbearing ego and obliviousness to personal shortcomings hinder the team’s potential for growth and development.B

Business owners can effectively manage employees who consistently assert their rightness by implementing strategies to address their behavior while fostering a more collaborative and constructive work environment. Firstly, provide clear feedback on how their behavior impacts team dynamics and the overall work environment, emphasizing the importance of humility and open-mindedness in fostering innovation and collaboration. Offer opportunities for professional development and growth, such as training programs focused on communication skills and emotional intelligence, to help them recognize the value of diverse perspectives and constructive feedback.

How to deal with such employees?

Managing difficult employees is essential for business success. Here are five strategies to consider:

1. Understand the root cause of their behavior, adjusting your approach accordingly to address issues effectively.
2. Listen attentively to their concerns, fostering open communication and a supportive environment.
3. Promote knowledge sharing to prevent toxicity, implementing policies and mentorship programs to encourage collaboration.
4. Provide clear, constructive feedback regularly, considering individual strengths and weaknesses.
5. Collaborate on action plans to improve performance, setting clear expectations and offering support throughout the process.

About Arnifi

Arnifi is digital first Corporate service provider helping companies enter the Middle East region, starting with UAE and Saudi Arabia markets. Founded and backed by professionals from Amazon, Souq and other large companies operating in KSA – the team understands what it takes to succeed as a startup in both UAE and Saudi Arabian markets, apart from going through the setup process multiple times.

Arnifi will provide a truly digital experience to entry and scale up of companies both UAE and Saudi Arabia. The Arnifi promise is simple, yet revolutionary, use technology and a great team to provide transparency, efficiency and great customer experience in the whole process. Check out at – www.Arnifi.com for more details.