Managing Difficult People

Managing difficult people training can provide a number of benefits, including:

1. Improved communication skills: You’ll learn effective communication strategies to help you defuse tense situations and build better relationships with employees.

2. Conflict resolution skills: You’ll gain strategies for addressing and resolving conflicts with difficult employees in a timely and effective manner.

3. Increased productivity: By learning how to effectively manage difficult employees, you can improve their performance and overall productivity.

4. Better teamwork: Managing difficult employees can often involve working with teams. Learning how to handle and resolve issues can also improve team relationships and collaboration.

5. Reduced stress: Dealing with difficult people can be stressful and draining. Training can help you better manage that stress and minimize its impact on your work and life.

If you’re experiencing difficulties with managing an employee, there are several steps you can take to address the situation. Here are some suggestions:

Document the issue: Keep detailed records of any problematic behaviour or performance issues displayed by the employee.

Communicate with the employee: Schedule a meeting with the employee to discuss your concerns and provide them with specific examples of the behaviour that needs to change.

Provide support: Offer training or coaching to help the employee improve their performance or behaviour.

Attending a training course: This will be beneficial for the manager who is struggling to manage a difficult employee. At Park City, we offer this training course.

Managing difficult employees can be a challenge, but there are several steps you can take to address the situation:

1. Try to understand the root cause of the problem: Talk to the employee and try to understand what is causing their behaviour. It may be related to work-related stress, personal issues, or something else.
2. Provide clear feedback: Give the employee specific feedback about their behaviour and how it is affecting the team. Be clear about your expectations and the consequences of not meeting them.
3. Offer support and resources: If the behaviour is related to job performance, offer training or mentoring to help the employee improve. If the issue is related to personal problems, offer resources such as an Employee Assistance Program (EAP) or counselling.
4. Set consequences: If the employee continues to exhibit problematic behaviour, set clear consequences such as disciplinary action or termination. Be consistent in your approach to ensure fairness to all employees.