In previous sections of the website we've discussed the different types of difficult employees and a general way of how to deal with them. Now we are going to give you suggestions on how to deal with specific types of difficult employees.
The Slacker
The slacker is arguably one of the most frustrating employees to deal with. They are not hard workers and can often be seen doing off-target tasks. Once you recognize that an employee falls under the slacker category, there are several things you can do. One is to set clearly defined objectives for them to meet. With this they are forced to adhere to strict guidelines that must be met. Another good tip is to provide feedback to the employee. Let them know that slacking is unacceptable, or if they are doing good, praise them for their hard work. You should also be a regular presence in the work area so that you can monitor the employee. That way, the employee will acknowledge your presence and be motivated to work harder as opposed to slacking off. If you ignore the problem, it can end up getting worse and give the impression to other workers that slacking is acceptable.
The Space Cadet
The space cadet is one of the most misunderstood employees to work with. They are often seen daydreaming and thinking about other topics. They come up with ideas that may seem abstract, but can be very useful. They can see associations and connections that others may miss. As a manager, you need to take the time to listen and understand their ideas. The space cadet falls off subject regularly so you need to set up times to provide feedback and follow up. You can also play to their strengths by motivating them with more creative projects. It is important that you maintain supervision over them and not dismiss them as airheads right off the bat.
The Power Grabber
The power grabber is the one in the office who will take over all the meetings and start to act like they're the boss. They have a strong fear of failure and are very status conscious. Therefore, they are motivated by public recognition. They have a need for control and are very competitive. This behavior often alienates their fellow co-workers and leads to them not working well in a group environment. As a manager, you need to be careful of the way you talk to the power grabber so they don't feel threatened or resent the fact that you're trying to tell them how to do something. A power grabber is always looking to move up so you should let them know that their drive for control can interfere with their success. You can motivate them by stressing the fact that people who succeed are team players. Also, let them know that you recognize their leadership skills and will utilize them by providing them with leadership opportunities. However, be sure to coach them through it.
The Loner
The loner is the person who will spend all day working and trying his best to avoid employee interactions. They have no desire to socially interact with others and prefer settings where they can concentrate with seldom interruptions. They prefer bosses who let them do their own thing. As a manager, you need to make sure they are collaborating with employees so projects come out good, but also make sure you're not forcing them into activities. You can explain why collaboration is necessary and how it will help improve results. When they need to work on a group project, help them come up with suggestions to make their experience more enjoyable. Motivate them by making them understand how their behavior looks towards others. They will not want to come off as cold and unapproachable and have to deal with confrontations.
The Drama Queen
A drama queen loves attention and also likes to shake things up. They are very animated and can be seen as having an exhausting personality. Drama queens are known to be immature. They thrive on excitement and will create some to stimulate emotion, whether it is positive or negative. As a manager, you want to find the balance for this type of employee. You need to make yourself available to talk to them about personal issues, but be sure to limit the time. They love an audience for their stories so that will motivate them to communicate with you. It is also good to have a private talk with them about how their personality can turn off co-workers and explain good work behavior. The biggest issue you must monitor with them is making sure they are not cutting into the productivity of the workplace.
The Challenger
The challenger loves to be confrontational. They have no problem pointing out flaws in other people's ideas and often get into heated discussions. They have a need for control and like for things to be done their way. To deal with them, you need to stay focused and not let it get personal. Respect differences in opinion, but refer back to the facts. Help them understand that the way they approach things makes themselves look bad because it is unprofessional. As a manager, when they start to find flaws in others' ideas, ask them how they might improve them. It is very important as a manager to be calm when they are challenging you. Point out that their behavior can interfere with their success and that others may perceive them to be difficult as opposed to strong and independent.
The Clinger
The clinger is an odd type of employee that can be both good and bad. They like to have clear directions and will always look to their boss for clarification and positive reinforcement. They will rarely offer criticism or opinions in the fear of losing support. Their emotional driver is therefore fear. They want to feel safe and make as little mistakes as possible so that they will remain well-liked. The main goal of the manager in this situation is to instill independence in the clinger. Ways to do this are to ask for their input and opinions. From this idea they will gradually gain confidence. You should also delegate tasks for them to do independently. Remember, you're trying to instill independence so if you are going to supervise them, do it from a distance. Also, stress that mistakes are normal and that you learn from them. Stretch their comfort zones.
The Know-It-All
These employees are trouble makers. They don’t like to follow policies and procedures. Defying authority and disrespecting the boss are common problems with them. They think that they know more than the boss and want to do everything their own way. This causes disruption, problems, and breakdowns in the flow of any system you have in place. To deal with a know-it-all, you should listen and paraphrase, as well as do your homework. They want answers so don't challenge their expertise and don't over-generalize. Also, don't be a hypocrite. Watch out for your own know-it-all responses.
The Bomb
The bomb is always ready to explode. They lose control and have temper tantrums. The reason behind their behavior can be due to their inability to separate their personal and professional life. It can also be the result of workplace conflict. Be careful on how you deal with these ticking time bombs because they can go off on you at any second. As a manager, remember to use active listening to show them that you take them and their concerns seriously. Also, you want to find the root cause of the problem. You should allow them to vent, but set respectful boundaries and try to move towards problem-solving. Be patient and don't over-react.
The Whiner
The whiner has a "can't do" attitude. They constantly complain and find fault in everything. Nothing seems to please them. Even if something was going really well, they would find the slightest thing to complain about. To deal with a whiner, you should listen to what they have to say, acknowledge it, and paraphrase. This shows that you're actively listening and are taking their thoughts into consideration. Avoid accusations and ask specific questions. Understand the logic behind their complaints and find possible solutions for them.
The Pessimist
The pessimist is always "down." This can be due to the lack of challenge/interest in their work or insufficient recognition for their level of contribution and effort. Pessimists also tend to believe that nothing will work. As a manager, you should discuss the problem thoroughly before offering solutions. Be prepared to give clear and specific instructions, explaining to them why you want things done a certain way and how it would benefit the company. When discussing alternatives, ask questions. Allow them to play devil's advocate so that you can weigh the pros and cons to a problem. Once everything is out in the open, you can find the best possible solution and they will be able to understand why that solution is the best. In addition, counteract negativity with positive comments and optimism.
The Donkey
The donkey is very stubborn and resistant to change. They are fixed on their own point of view and refuse to consider someone else's. There are many reasons/motivators behind this. Some people may be this way because they feel that if their ideas are abandoned, they are unimportant. It can even be because they do not trust their managers and feel that they are incompetent. The reasons vary, but knowing the specific motivation behind their actions will allow you to respond positively. A way you can deal with stubborn employees is by making them feel like you are taking their opinions into consideration. You should try to understand the reason behind their stubbornness and encourage them to speak honestly. Remember to remain calm and professional, and do not come off too pushy. Be flexible! People are afraid of change because they like the way things are and want to keep the status quo. What you can do is bring about change slowly and explain the reason behind it.
The Dawdler
The dawdler is very indecisive, often stalls, and loves to procrastinate. To deal with these types of employees, you should listen for issues and engage them in problem-solving. Give them more tasks to do and specific deadlines you will follow up on. Ask for their opinions when a decision needs to be made and acknowledge/praise them for good contributions. Try to empower them to make more decisions as opposed to taking on their problems yourself. Give support for the decisions they offer and allow room for open communication. Also, clarify who's responsible for what and be patient with them.