Sometimes a single person can undermine the morale and motivation of an entire team. Employees often refer to them as "difficult" people. But are there really so-called difficult people in the workplace? As a manager or HR professional, how can we improve the situation before taking drastic measures?
What tools and methods can be helpful?
In this article, you will discover what can help you manage this kind of problem with a suggested set of steps to follow to resolve the situation with the person but also with all members of your team.
Managing a pessimistic and negative person
Managing a pessimistic, negative, unconstructive person who complains regularly and taking out his bad mood on other colleagues is a very delicate subject and This is a sensitive issue in a company that can undermine an entire team. Actions and solutions associated information should be taken with a grain of salt and depends on the people, contexts, Issues, variables, etc. Therefore, everything I write below can be weighed, debated, revised according to the situation.
Here are the steps to improve the behavior of a "difficult" person"
1. Anticipate
2. Involve, motivate, empower
Propose a key role
Raising awareness of emotional and relational intelligence
3. Individual feedback
If the first two steps are insufficient, it is important to communicate transparently with the person individually and use the feedback method: factual, concrete, and assertive feedback on the consequences of their behavior for them and others, supporting it with concrete examples and asking them what they think and what they would like to do to improve. It is also important at this stage to ask them what they would need to progress, to support them, and to offer psychological help if necessary so they can release their emotions, or a coaching support.
An anonymous (or not) 360° questionnaire from the team can also be an option to loosen tongues in a kind and constructive way, and to communicate openly with the whole team on this point, in order not to crystallize or demonize the situation.
Let's turn these kinds of situations into positive opportunities for growth and
to learn!
If the person is frustrated with their position and no solution seems possible, you may have to help them from the team, or even the company.
4. Team involvement:
Transparency and support from the team
If the person wants to stay on the team but
that she has difficulty managing her emotions, her personality, she can transparently
She should express the work she's doing to improve (setting a great example!) and ask the team for support during her development phase. This will generate goodwill, not resistance, from other members.
For a manager, it's also important to discuss the situation individually with each team member so they feel involved, not disadvantaged, and understand the implications. This also means holding regular team meetings, continuing group games and workshops to get to know each other better, accept each other, and support one another.
Individual discussion with each team member
The co-development method can be used to empower and involve everyone even more ("«The professional co-development group is a development approach for individuals who believe they can learn from one another to improve their practice. The reflection undertaken, both individually and in the group, is facilitated by a structured consultation exercise that focuses on issues currently experienced by the participants.»)
5. Individual re-looping several months later:
It is important to ensure
monitoring progress and remaining areas for improvement individually with the person, so that they stay on track and feel supported.
6. (Separation):
As said Patrick Lencioni, in his book "Optimize Your Team"«, At some point, if someone is disrupting the atmosphere and performance of an entire team and is unwilling to progress, then their departure becomes necessary. Sometimes, this is the best option for both the team and the individual, who can then thrive in a different, more supportive environment. However, it's important to try the steps outlined above to avoid misjudgment and a drastic solution like this.
So, what do you think? Does it help you? If it makes you want support as a manager in handling these kinds of situations, and you'd like to learn more, please contact us through our contact form for a free initial exchange.
