MANAGING DIFFICULT EMPLOYEES (practical guidance)
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- Опубликовано: 9 июн 2024
- Have you been dealing with difficult employees in the workplace?
If you are a manager, supervisor or team lead, then you know that the best part of leadership is oftentimes the hardest part...dealing with people! And it is not easy dealing with difficult employees.
In this video I’m going to share a few practical suggestions to help you navigate through dealing with difficult people at work so that your team does not see a decline in productivity due to the negativity or difficulty that this team member brings to the team.
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#teammanagement #managementtips #awesomesaucemanager
I am an employee who can sometimes be difficult due to frustration with management with terrible people skills. It is so hard to not react poorly when your manager displays many of the traits you are describing.
Ugh, this comment right here breaks my heart and is exactly why I do what I do. In a lot of cases managers don't have the support system they need to improve. And I want to be clear that I am not excusing this - but if their managers aren't providing them with feedback and coaching then it stays the same or gets worse. Is there someone you can talk to about this?
Could you do one where an employee won’t treat you with respect as a new manager
PLEASE
Managers need to make sure they’re not disrespectful though. I’d like to see a video on that.
I'm so glad you made this video! This was the hardest thing I dealt with as a new manager and needed these tips!
I am a new manager. Did so several years ago but with little power.
I have an employee who mostly falls into expecting me to solve her problems, but also definitely a know-it-all to the extent it is disruptive to the larger team. (She and I are the only members of my team.)
She is a more silent complainer, but the issues I feel she is struggling with seem to fit well within that bucket. Due to her expecting me to solve her problems and to basically do her work for her.
Of course it is expected that having a new employee and training them will at first require more time than doing the job yourself. It has been way too long. External feedback from friends and therapist (yes, it got that bad) is to get rid of her.
One of my supervisor's claim of fame is low attrition.
I'm a new manager. I have found your videos very helpful and informative. Thank you.
You're so welcome! I'm happy to be of help!
Hey lovely podcast, these are themes I actually teach in school, I'm an English teacher in French unis, I actually am a people-pleaser and often struggle with not being able to meet expectations. I've learned to gently turn down offers before committing to them.
I began watching this to get help with some of my difficult subordinates. Further into the video I discovered some of these traits describing me and my relationship with MY leaders. What an eye opener! Thank you for the guided self reflection. SUBSCRIBED!
In the kitchen on that basket. They can go outside
Oh, in a way these are different kinds of employees, they might not be difficult - but at least you know how to deal with the symptoms before they becomes difficult. Thanks for the video!
Shop manager here doing everything I possibly can to get my shop headed the right direction. Thank you for this good vid!
I wish I found this last summer. Absolute gold. Excellent video. Thank you
Love this video! It is so respectful to all kinds of people, also the more difficult ones. ❤
Great advice from you Makeda,this has helped me in December 17,2023. Stay healthy continuing learning and sharing your invaluable information, sincerely from commenters that care and dare to improve their work environment.God bless you in the coming new year❤🙏💯🔥💪
Thank you so much for this wonderful comment and best wishes. Have a great holiday and we'll see you in the new year!
Fantastic video! I love how you break down these work types… addressing the person/issue is a must!
Thanks Mike!
Love the video , great simple reply samples are very helpful.
It was very informative and eye-opening. Thank you! Thank you! Thank you!
I love your channel! I think your Q&A would do incredibly well on tiktok/youtube shorts. I find your content incredibly valuable and I'm not a manager, but I lead projects. Thank you 😊
Ohhh I like that idea of shorts! Sarah thank you for that! And also, so glad you are finding my content to be helpful to you :)
you are spot on !100% its all about getting the best out of your people . Love your videos , they give me great motivation.
Niiiice! So glad to hear it.
thank you so much, I never comment on stuff but this was such a great summary of great leadership and management!
Incredible insights. I am aspiring manager and this is the second video I watched in your channel. Feeling lucky to find your channel. Thank you 👍
Love this. Very practical.
Wow, this video has so much resource. Thank you very much for educating me specifically. I can so relate with the different types of difficult team player. It has been a challenge honestly. I'll apply these steps ASAP
You are so welcome Joy! Which difficult type are you presently dealing with right now?
This is a WAY better approach then another popular RUclips on this subject. He was just suggesting to fire people right away and how he wants to get back to his family right away. He was a head ache. Im glad there is a different approach and perspective that is inclusive and focusing on the individual instead of seeing them as an object.
Thank you Sandy! I firmly believe that no matter how "challenging" at the end of the day we're all humans and should be treated with dignity. That's always my guiding light. Treat others with dignity no matter what because quite frankly you never know. Thank you for giving my channel a chance! Glad you're here!
This is very helpful! THANK YOU
Hooked n subscribed as soon as you started about complainer .. you nailed it ❤
You are truly amazing and I am so glad I found this page! Thank you for all of this.
Wow! So glad to have you as part of the community. Welcome! Welcome! Welcome!! So happy to see you here. Looking forward to being able to support you however I can.
These are some gold nuggets
Great retro fan on the shelf
Great advice - Thank you!
Thank you for this!
Fantastic information thank you!
so so helpfull and relatable. Thank you
Loved your video and suggestions
this is a great video! Thank you for sharing so many great tips. I'm a new manager, and it's come with a bit of imposter syndrome...so I really appreciated listening to your thoughts and comparing to my approaches so far
So glad this was helpful! Also congratulations 🥳 on your new role! Happy for you and the impact you’re going to make on others.
Appreciate you so much! Thank you for sharing.
Thank you so much for this comment 😊 It is my pleasure to be able to support you however I can. Take care 💛
Wow, I have like all of these types of employees under me. Great analysis
Fantastic, thank you!!!
You're welcome! Glad you found the video helpful :)
Thank you ❤
A lot of these traits are actually neurodivergence. No wonder why we struggle to fit into traditional workplaces. I fit almost of all these boxes. I had zero idea that these were "annoying" or symptoms of other things. This has confirmed that an office environment simply isn't for me. I appreciate your insights.
Thank you very much Makeda. The episode is very enlightening. I have learnt a lot.
Youre so welcome! I’m glad it was helpful ☺️
Great video
This is helpful as being a lead…thanks
You're welcome!
This is so enlightening ❤
Thank you! Glad it was helpful.
I absolutely love the fact I want to learn how to treat different situations with different people. And I play poker lol . Emotional Intelligence
EQ plays a huuuuuge role in dealing with difficult team members. Thanks for calling that out!
Can you please share how you would manage someone who is abrasive and arrogant?
Hi there!
Thanks for your question as it's such a great one. Now when it comes to dealing with more of an abrasive type of employee it does require root analysis behind their behaviour, not just addressing the symptoms. So it depends a lot on current and past circumstances, as well as, team dynamics in general. This kind of thing is beyond the scope of what I could answer in a youtube video. That being said, how managers should address root causes is definitely something I cover in depth in my program. If you’re interested in learning these skills, please check out the program here: www.makedaandrews.com/nma-call/
This question has an overlap with the “know it all” type of employee.
Simple - Remove them and allow them to work elsewhere. Culture is king, you get what you tolerate.
The best way to deal with this type is honestly make them or let them fail. I used to be this personality type, and was kept hyped up so id do all the work - manager and other employees didn't care that I was disrespectful etc if I did all the work. once I stopped doing all the work, and wanted to be equal - I was pushed out as soon as possible. they could have let me fail and learn a hard lesson, but instead they hyped me and prolonged my lesson. "Give them all the smoke" if they're arrogant .. during this the analysis will happen when the employee self destructs .. because that's coming also.
But you didn’t tell us how to manage it
Aww my niece is called Makeda also 🥰. Thanks for the video 🙏🏽
No way! So awesome. Thanks for watching :)
This is helpful.. Thank you soo much
You're so welcome Patience!
useful videos.
in some cases, a few of these issues could be attributed to neurodiergency or someone being on the autism spectrum, or even just different communication styles. i wouldn't just assume an info-dumper is insecure. appreciate your bit about someone maybe not knowing how they come across, and just wanted to point out that there are many additional potential causes. communication is always better than an assumption. (not saying ask about medical stuff, just don't assume it's always as simple as a personality flaw)
so good
The underlying issu is that we need to fire them 💯
I do suggest on the third type of employee…. For the manager to read the book “10 minute manager.” It changed my management style, helping both of us in the long run.
I don't think of people as difficult. I think of behaviors, actions or practices as challenging. People are multidimensional and are often far more complex than the specific behavior, action or practices that I find challenging.
Wonderful!! ❤️❤️ Can you please help me to do a privilege speech about Ethical issues in the workplace or company?
How about difficult Manger 🤔 which we have a lot of in Australia they are very egotistical they just worry about their success and not the success of the company nor their employers.
Do you have an HR department you could contract or higher ups? Also, know your rights as an employee!
Quick question: What should a Know
-it-All employee do when they have helpful information or resources that can better the team without coming off as a know it all? Should they keep it to themselves? I believe on my past experience that I might be one. However, I’ve always provided input when asked or send proposals with suggestions. Should I limit my contributions to the team to avoid this stigma?
Hey Victoria! I know this is late and I am NO expert. However, I do have a team member who is a know-it-all and they drive their team mates nuts. If I were to give you advice on how not to come across this way, I would say it's not about what you know, it's about how you deliver your knowledge. For example, if you're always just vomiting information even when you don't know the situation... people are probably going to find you insufferable. However, if you enter the conversation from a curiosity stand point and then ask if they'd like your perspective... completely different vibe. Mind you, if someone is about to unwittingly blow up the company and you're aware, then all of this goes out the window- you do you and don't apologize for it. In a nutshell, knowledge is power but it's up to you how you use it.
Hey Victoria. I'm also NO expert on this. However here are some of my points that could help. Asking if they wanna hear your suggestions. like:" I was thinking a lot about this issue we have and I'm not sure if I may found a helpfull way to deal with it, would you mind hearing me out?" So they have the option to say if they are not interested or have not enough time or ressources to hear you out. 2nd Point: Tell people in your Team or your Boss what you like about them or how they are helpfull to you, maybe say something you learned from them or a situation they handled well in your opinion (has to be true to work). If you do that regularely and they see how you look up to them or at least not down they are more likely to hear what you have to say or how you would handle it. 3rd point. Be interested and ask other Teammembers how they would do certain things. After hearing them out they are more likely to hear what you might have to say about the same matter.
you should step up and step bsck..
As a know it all, I'm thinking stop contributing. Especially since covid I can only keep a job for an average of 4-6 months.
I don't contribute information as much as I just do the work. I get tired of waiting around and talking about it. So I guess everyone thinks I'm a show off and I think they're all lazy and unbelievably stupid. This obviously creates some tension on both sides.
I really have come to the conclusion that the best thing to do is the least you possibly can. I have pride in my work so it's not easy to put this in to practice.
There I was laying wide awake in the middle of the night thinking about work nonstop and then I found this incredibly helpful collection of tips, thank you so much. I haven’t even started my new official training yet , just excited to be doing research and how to be an effective and respected leader.
Have a manager that thinks i have OCD and i must lower my standards. Im in retail and currently the top fuel lead in the district. Why?
Wouldn't all this be solved buy writing down each individuals weekly tasks along with all the items needed to support their work? This way, everyone sees who is overloaded.
I had my manager leave because of personal problems ,gave me a crash course in what he does for 30 minutes and then went bye your in charge now,i had to pick up where he left off and learn myself ,my role hadnt been defined since he left ,now its official ,as he left us we as mates the staff was all on same page ,until it was defined now im dealing with mutiny lol
I am finding that one employee is lying. I ask if u complete the task he says yeah it was cleaned but the other person just md it dirty.
How do you manage someone who performs but non compliant?
I got the YES employee! Not following through.
What about when the supervisor is the one that starts the toxic investment. 🤔
How can I, as a supervisor, protect myself from a worker who, without any basis, makes up a story and goes to HR to complain. I should also mention that the same person did the same to the supervisor before me.
Come to Texas and straighten up this Toxic staff .😡😡😡
Wow. There is some good info here, but what do you do when you have a complaining gossiper who always comes to you, but acts like a know it all? I have one that is 4 of these traits in 1 person. Partly due to bad previous managers, partly due to bad habits that I cannot seem to break.
Our team is expanding soon and I don't know how to lay down the law because underneath it all there is a solid employee. I just fear they will leave...but maybe I need to accept that is a reality.
04:29
The yes person in my previous job said yes to everything, but actually he didn't hear anything. Everyone around him was so frustrated. So my coworkers and I tried to set expectations clearer and lower, but unfortunately it didn't work. He did the same thing over and over. Finally he gave up his job. I assume he had some mental issues like ADHD.
16:03
"... this gossip mill that often happens when they feel like they're not entirely sure what's happening."
This is also what happened to me at my previous workplace. My boss didn't share anything, so the gossiper wanted to spread unreliable information.
Oh wow I wonder if sharing the impact and consequences with him would have proved to be helpful. How many times was this individual put on a performance improvement plan? I also have to say I don’t love the idea of labeling people with a mental problem. Cus the truth is mental illness is serious and it’s not our place to do so.
@@makeda.andrews He didn't understand the impact and consequences at all. I was going to train him about it, but he gave up the job during the first improvement plan.
How do you deal with difficult employees who are difficult because you’re younger than them - and are their manager? I’m only 22 and the employees I work with are 40s and up. Some are truly bothered that I’m younger than them in my position.
Hi there! I’m so sorry that this is a challenge for you. I do have a video on the channel where I discuss the challenges and a few tips for supporting older employees. Here is the link: ruclips.net/video/SoSbA24vRKQ/видео.htmlsi=5Gwsm_XVJtysRMoc
Here could be another issue
When current employees gets passed on a promotion due companies that hires somebody external instead of promoting hard working employees the moral level of the current employees gets dropped resulting grievances against new starting managers
Some new starting managers shows dominance and arrogance resulting in bad behaviour managers overlook this as the employee not being a team player buts its because they dont want to be managed by someone who is new to the company that doesnt know much of the processes going on.
1st step is try to understand each of your employees situation once they trust you they will work you.
How would you deal with a part time employee that treats management as their employee. I.E. the employee treats their boss as the employee.
A manager is nothing but an employee themselves.
So it’s automatically a complaint so ask what do you think 🤔
I'm the difficult employee watching this so I can know how to counter my manager 😅
what a terrible comment- if you are serious you’re spending more energy avoiding work than helping your peers/clients/company. if this is the case- move on and find a position you actually care about more than yourself.
@@lisawilliams3689 it's a joke, lighten up. I bet you're the keener that takes things way too seriously at work! You must be real fun to work with! 😆😉
😂
😂😂😂😂 I know it’s a joke .. a really good one !!!
Please just find another job. Youre not a hero, or clever, your just a pain in the butt to everyone.
Oh no she's hoooooooooooooooot.
By putting your self on her/his shoe
Ask Mac
People get paid to solve problems. And if we're solving the problems for our employees what are we paying them for.....
What if you are all of them. lol
When is the appropriate time to bring up legitimate issues, so as not to sound like you are complaining?
For me I bring things up right away 😊
Re the employee who comes to you all the time... another reason might be they believe this is the way to "get in good" with their boss (brown nosing). But that could also be a response to your #5 (previous micro manager boss)
it not the employee all the time it a boss that lies that starts it all
Im sorry you’ve had this experience Jimmy perhaps with your manager or managers in the past. I tend to think that sometimes there is an issue on both sides. But I do agree that it is not always just the employee and that’s not at all what I was trying to communicate in the video. My angle is always from a lens of ownership.
LOL. Know it all.
Suppose you work in aviation with an office staff that left Waffle House or sears to work in The wild wild world of aviation?
What do you recommend if a millenial shares racist remarks / anecdotes or has some self-hating white thing going on? That's a thing? Since trump....unfortunately, yes.
Lmao..STOP IT!!!!
Very boomer mentality. Promote the employer and gaslight the employee. Just hats off.
OMG we are all Sally 🥲
@madeka. Was hoping to find you on LinkedIn. Your videos are very informative and engaging. Thanks