Dealing with Difficult

Employees
By: Marilou R. Saberon
11 Types of Difficult People




Can be anyone even YOU!
Dealing with them can cause conflict


1. The Bulldozer
Dominates conversations
Self-promoter
Doesnt take direction well
Resistant to other opinions
Not a team player

GOAL:
TO GET the BIGGEST PIECE OF THE PIE
Acknowledge their
contributions.

Don't confront a Bulldozer in a
meeting setting.
Instead, adopt some of the techniques. If your Bulldozer is
attempting to take over the meeting, acknowledge the
Bulldozer's competency, then ask others for their thoughts.
Suggest the organization is based on the democratic
principle of an equal voice for all members.

2. Bullies
The bully
Picks out ones mistakes and constantly brings
them up
Gossips about you
Tells lies to co workers
Sabotage ones work

GOAL:
USE STRENGTH OR POWER TO INTIMIDATE
THOSE WHO ARE WEAKER

Practice Personal Courage

Confront the bully with his own
behavior
bullies are only effective when theyre on
solid ground

Document the Bullys Actions
Documentation of the bully's impact on
business results and success, gives HR
information to work with on your behalf. The
bully is not just hurting your feelings; the
bully is sabotaging business success.

Tell Management and HR about
the bully
Documentation of the bully's impact on
business results and success, gives HR
information to work with on your behalf. The
bully is not just hurting your feelings; the bully
is sabotaging business success.

FOR EMPLOYERS:
(1) Educate Employees and
Management
-educating about appropriate behaviors
-film showing about anti-bullying video
-inviting expert speaker
-emailing informational article
(2) Institutionalize anti-bullying rules

3. Fire Hose
Dampen Enthusiasm
Everything will fail
Negative Statements
Constantly complaining
DRAIN THE FIRE HOSE


Dont be dragged down
Dont argue
Listen then ask for alternatives
Dont agree or apologize
Switch to problem solving
Take action on your own

4. Stallers and Wafflers

(want to be liked, approved of and accepted by
everyone)

generally refers to an individual who has
a tough time making and sticking to
decisions.

usually a well-meaning person; however,
because he fears making the wrong
decisions and is essentially a people
pleaser, he tends to stall or change his
mind frequently
BE PERSONAL
- Doing little extra to show you regard
them as likable human beings.
(weekend activities, lunch or coffee together


DEVELOP TRUST
A waffler is likely to stall less if she feels
accepted and that she can trust you
(weigh pros and cons)

SET FIRM GOALS AND STATE
NEGATIVE EFFECTS
- Inform the waffler succinctly of his
duties and your expectations and
give timelines

- This allows you to devise a solution together and
avoid disastrous results.

- Inform the consequences of actions


TRY COMPROMISING

- Wafflers typically prefer a win-win
situation and are usually
compromising individuals.
- Therefore, a waffler can be a great asset to the
company, as he tends to avoid conflict and prefers
an environment in which everyone is happy.

CONSIDERATIONS

- The waffler is capable of seeing many
points of view and can hardly be
accused of being narrow-minded.
- Explain to her that choosing the point of view that
seems best at the moment may not be ideal as she
may end up changing her mind later on. Instead,
she should focus on the big picture and making and
sticking to the decision that suits the overall
situation.

5. Silent Type

Silent/unresponsive
Answer with a grunt
Turn away from people
Pretend nothing happened




Meet with them individually
Give them time to open up
Ask open-ended questions
Wait for a response
If no comments comment on
whats happening

6. Indecisive

Super helpful but
Postpone decisions
Hint and beat around the bush






- Address fears with what if
questions
- Help resolve problems when
issues surface
- Help examine facts
- Watch for anger or withdrawal

7. Sniper


Exclude key people
Withhold information
Use hidden attacks, innuendos,
digs, non-playful teasing
Wreck havoc and you dont see
them



UNLOAD THE SNIPER

- Surface the attack
- Provide peaceful alternative
- Bring resistance into the open
- Seek group confirmation or denial of
snipers criticism
- Use coaching/counseling if assigned
tasks not done

8. Why Always Me



Gain attention - its always me
Try to gain control and make their
changes



NOTHING IS ALWAYS


- Dig for specifics

- Identify true concern

- Point out where not true

9. Control Freak


Get into everyones business
Undermine and insult abilities
Lack confidence & trust
Insufferable render subordinates
ineffective


REDUCE CONTROLLERS

- Build trust
- Take small steps toward more
authority
- Keep focused on solution
- Speak from your own view-point
- Dont let yourself be verbally
abused

10. Super Agreeables


Very personable
Dont act the way they say they will
Supportive but dont deliver



Show them you like them
Prevent unrealistic commitments
Make honesty non-threatening
Point out inconsistencies in behavior
Work for a mutual benefit
Listen carefully to jokes


11. Its Not Up to Me


Always point to higher authority
Invokes other powers

LETS ASK THE AUTHORITY


Tell them you will both speak to the higher
authority


Dont escalate
Focus on what a person is trying to say
Avoid being purposefully hurtful
Model behavior you want
Focus on solutions
Maintain eye contact

Blame the process, not the person
Be specific
Avoid always and never
Avoid name calling
Encourage listening
Confront in private praise in public
Use your communication skills!

A simple rule in dealing with those who are
hard to get along with is to remember that this
person is striving to assert his superiority, and
you must deal with them from that point of
view.
When dealing with difficult people always
remember, it is about them and their
problems. Be compassionate.