How To Manage Difficult Employees In The Workplace Without Resentment

Ever wonder how to manage difficult employees in the workplace without creating any animosity, hard feelings, or hostility? In this video, you are about to discover some powerful ways to approach those employees without causing too much friction.

Chances are, you have come across some employees in the workplace who are so difficult to get along with. They don't cooperate well. You wonder how did they get the job. What's the best way to confront people in the workplace in order to stop them from stressing you out?

If you are a manager, supervisor, or a human resources professional, you know what I mean. Perhaps you didn't hire the employee who is misbehaving. But you are the one who has to confront the issue. Since people tend to sensitive, you have to do so with caution. Managing difficult employees can be very delicate.

So I want to share with you a strategy I call P.S.P. That stands for Praise, Share, Praise. And it doesn't matter whether you are in the C-Suite or a front line employee. You can still use this strategy. In fact, you can use it with friends, family members, and acquaintances.

1. PRAISE: Before you start telling others about their bad attitude, you must bring them up first. Say something that boosts their mood. Otherwise, you will encounter resistance. As a result, you will end up with a stressful meeting.

Now, you might be thinking of a co-worker whom you have nothing nice to say about. Well, if you look hard enough, you will find something praiseworthy. If you are stuck and can't find something to compliment the person on, ask other colleagues. Their experiences may be different than yours.

2. SHARE: Now that you trigger some dopamine in the person's brain by shower him or her with uplifting words, you are ready to share the real for the meeting. But there's a magical phrase you need to deploy to keep the employee floating on a high. The phrase is, “You can do better.”

After the praise, say something like this: “However, there's an area where I think you can do better.” When you say he or she can do better, you are implying the person is good, but he or she can improve. I know that's a subtle approach. Yet, it's profound.

Here's a big caution: Never gesture toward the person when you are mentioning the negative behavior. Why?

It's because when you do so, people unconsciously assume you are saying they are the behavior. It's best to point away so you can disassociate the person from the behavior.

3. PRAISE: Finally, you praise the employee one more time. The reality is, no matter how you frame the feedback, it's going to sound negative. Your co-worker is going to feel a bit offended. That's why you need to end the conversation on a high note. You can reemphasize the first praise or use another one.

You should end every single conversation throughout your life on a high note. We are living in very stressful and depressing times. The workplace of today can be very hectic and disturbing. You want to reduce stresses as much as you can.

When a workplace environment is negative, productivity tends to go down. That's you don't want to send your subordinate back to work with a disgruntled attitude.

I hope that makes sense. When you are in a leadership position, you have to use all the tools and strategies possible to lead your team. Your main job is to manage people which means you are managing attitudes and behaviors.

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