This makes it clear if employees are on track and have reached their performance targets. With clear goals there is no space for arguing in case of failure, only correcting.

Set Clear Measurable Goals 

Someone may be hard to manage due to new external factors or something in your own management style. If you can look at a problematic situation holistically and gain insights into why someone is acting a certain way, that can lead you to a constructive solution.

Be Empathetic 

The best managers don’t avoid or bulldoze over conflicts, as doing so is harmful to cooperation. They understand people will have to keep working together in the future and that constructive and fair solutions are the ideal.

Deal With Conflict Directly

<ul><li>Don't waste time and mental energy wishing it weren't so.</li><li>Accept that frustrations and difficult situations go with the territory of management.</li><li>Understand that that's why management is better paid.</li><li>Approach employee "issues" positively, like an intriguing puzzle to solve.</li></ul>

Accept Management’s Inherent Difficulty

Get perspective on a difficult employee from someone whose judgment you trust. It isn't a sign of weakness, but of sensible judgment.Human Resources is especially helpful, so make a point of establishing close working relationships with them and also with those you feel are especially capable.

Get Help When Necessary

Always consider if a problematic employee still adds real value to the organization. Sometimes they subtract more than they add, and liabilities should be let go.

Think In Terms Of Assets And Liabilities

Guide to help you understand what makes difficult people tick and how best to handle them.

leadershipandmanagement

Leadership & Management

health

Health

mentalhealth

Mental Health

communication

Communication

personaldevelopment

Personal Development

Handling Difficult People

Management would be easy if everyone you managed were hard working, collaborative, and had a great attitude and exceptional talent. But then it wouldn't be management. It would be sitting around doing little while legions of highly motivated people worked happily and diligently. The reality of course is far different.

Deal With Conflict Directly

Similar ideas to Deal With Conflict Directly

How to deal with conflict

Conflict Styles: Conflict-Avoiding Arguer

Deal With Problems Early