4 Types of Problem Employees & How to Manage Them

Dealing with difficult people is an unfortunate, yet inevitable side effect of running your own business. However, when you find one of these problem employees on your staff, it’s a little more challenging to overcome. Understanding how to mentor these team members is necessary for success. Sometimes, the best option for your business is to let that employee go, and find another candidate.

How can you tell the difference? Here are a few strategies to keep in mind:

Problem Employee #1: The Disappearing Act

If you find yourself with an employee who just doesn’t seem present (physically and/or mentally) on the job, you may have a disappearing act. These employees tend to call in sick excessively, they regularly stretch their breaks longer than the allotted time, and they never seem to be around when there is work to be done.

These employees can be especially difficult to deal with because you cannot force them to decide to take the job seriously. You can give them a direct, honest conversation about expectations and how their behavior affects the business and the team. If they do not make a behavioral adjustment, then let them go.

Problem Employee #2: The Negative Ned (Or Negative Nancy)

Negative employees are easy to spot. They always overlook the positive elements in new concepts, and resist new policies or processes. They tend to hate change, and may even seek to drag other team members down with them. Negativity can be a killer to a small business team. However, when dealing with an employee with a negative slant – it’s important to evaluate whether they have a sustainable place on your team.

If your employee’s negativity tends to manifest itself in a “devil’s advocate” capacity – this can be helpful to your business. However, if they consistently dig in their heels in the face of progress and innovation – it may be time to let them go.

Problem Employee #3: The Know-It-All

As an employer, you want to hire smart people to grow your business. However, if your “smart” employee believes they know better than everybody else – you may have a problem. Intelligent, driven, and experienced employees can be beneficial to your company, but you need to give them the space to grow. Give them opportunities to lead, make mistakes, and apply what they have learned. If they thrive in this environment, the relationship can be a win-win for both of you!

It is important to note that he most truly intelligent people will retain a student mentality – and have an insatiable desire to learn. If your office smarty-pants comes across as rigid and arrogant – then you may want to consider whether that individual fits within the culture of your company.

Problem Employee #4: The Victim

If you have an employee who refuses to take responsibility for their role in the company or specific task, that team member may subscribe to a “victim” mentality. These employees tend to always have an excuse for why work didn’t get done, or wasn’t completed up to company standards. The best way to manage these team members is to clearly define what each team member is supposed to be doing, reiterate deadlines, procedures and standards, and give the employee the opportunity to correct themselves.

If your employee refuses to take any accountability, it can be costly to your business in time, money, and morale. Do not wait too long before releasing them and finding a better fit for your team.