Ways to Help You Manage Problem Employees (Part II)

Yesterday, we started talking a few ways to help you manage problematic employees. As we mentioned, one essential component to understanding how to deal with difficult employees is figuring out what kind of difficult employee they are.

We already gave you the “procrastinator” and the “hot shot.” Today, we will give you a few more. Take a look below: 

  • The martyr. The “My gosh, I have to do everything around here.” There is nothing wrong with taking one for the team, until it becomes a nasty habit. The martyrs often overwork themselves to the point of burnt out. In turn, you not only end up potentially losing an employee due to the risk of dissatisfaction, but the work they put in will most likely be less than satisfactory because they are spread so thin.

    The solution: Tread lightly with these types, but don’t be afraid to tell them no. Explain to them that you are glad they are so willing to take things on, but that you want to make sure they aren’t doing so at the cost of their own well being. As a leader, it is your job to delegate tasks and ensure everyone receives a fair workload.

  • The poor fit. Cultural fit is pretty important in our book, but it doesn’t always end up being a priority among recruiters and hiring managers. In turn, you may end up having an employee who is well-qualified for the job, but doesn’t necessarily work well with others on the team.

    The solution: Situations like these sometimes require a bit of tricky maneuvering on your part; if you see qualities in the employee that you would like to influence the company culture, then you need to support them and their characteristics. On the other hand, if worse comes to worst, you may need to let them go.

  • The pessimist. A negative attitude can spread like wild fire if not taken care of right away.

    The solution: It’s best to confront the pessimist either in the act or immediately afterward, explaining to them how their attitude affects the your team and the company as a whole.

  • The lazy one. The “I only do as much as I need to get by.” These employees typically put in only a minimal amount of work, causing much frustration among their peers who have to pick up the slack.

    The solution: Focus on explaining the negative impact that their carelessness is having on the team and overall productivity of the company. You may also try motivating them by rewarding those who are putting in the extra time and effort and picking up their slack.

Do any of these employees sound familiar to you? How did you handle the situation? Let us know by connecting with us on Facebook or Twitter. We’d love to hear from you!