Dealing With Difficult People

Whether you have to deal with difficult people at work on a regular basis, there are some general strategies you can use to stay calm under pressure. These include empathetic behavior, addressing their misbehavior directly and refraining from losing your cool. Then there are the tactics you might already know, but are not using effectively. If you have a difficult coworker, these are the best ways to deal with them.

Empathy

Often, we blame the victims of horrible events and wonder what they could have done better. Likewise, when someone commits a crime, the victims are asked what they could have done better. This reflects our deep-seated desire to believe the world is a fair place and people get what they deserve. However, there are some cases where we are unable to demonstrate empathy because we fall prey to cognitive biases, victim-blaming, or dehumanization. The resulting lack of empathy often leads to a response of blame.

When dealing with difficult people at work, it is important to show empathy and listen to the person's problem. Empathizing is important for the sake of relationships. It allows you to understand a person's situation, without getting involved in it yourself. Despite your own feelings for the person, you need to remember that your actions may be affecting his or her feelings and wellbeing. In such situations, it is important to remember that empathy is not always necessary to solve the situation.

When dealing with difficult people at work, you might be tempted to let them have it, but this often makes the situation worse. Try to step away from the situation for a few minutes and think about the situation from the other person's perspective. If you are too emotional to deal with the person in person, vent your frustration to a coworker or friend. Then, step back and verify that you are not being yourself.

Addressing their misbehavior directly

The first step in dealing with a difficult employee is to research the problem personally. Take the difficult employee aside from other colleagues and ask them if they've noticed any problems. Explain the problem clearly, and give examples of behaviors that you don't tolerate. You should keep your tone of voice calm, and try not to let the employee change the topic. However, if the employee keeps changing the subject, it may be necessary to investigate further.

When dealing with a difficult coworker, you can either try to change their behavior or limit their access to you. Limiting access to the difficult person will help you protect your own needs as well as your company's. If the person you are dealing with is in a voluntary committee, try to pick projects that don't involve them. Sometimes, it can be helpful to leave the company or transfer to another position within the company. Either way, it is essential to know what works with your manager and your difficult coworker.

When dealing with difficult people at work, the first step in handling the problem is to identify the behaviors that are causing the problems. By doing this, you'll be able to give the employee a chance to improve. Avoid labeling the person as "difficult," as it's not a true indicator of their capabilities. Instead, try to identify specific behaviors that need improving, such as a lack of responsibility or an attitude that undermines authority.

Addressing their intentions

Sometimes, a simple explanation of your position can make all the difference in getting your point across. In other cases, the person you're dealing with might be resistant to your requests because they think you're being difficult. By working through the situation with them, you'll understand their perspective and find out what they're really trying to achieve. In addition, it's a good idea to focus on what you want to accomplish, not on what you think they're trying to do.

If possible, try to avoid direct confrontation with difficult people at work. When you can, ask leading questions that can't be answered in a single sentence. Afterward, be calm and summarize their statement. Don't let them change the subject. If this doesn't work, consider transferring to another position within the company. This way, you won't have to deal with them again. In some cases, fleeing is also an option.

Sometimes, dealing with difficult people can be extremely challenging. You may have a difficult coworker who refuses to deliver on their promises, or you may be held responsible for things they didn't do. Whatever the case, you must address their behavior as soon as possible to prevent any further repercussions. However, this doesn't mean you should ignore them. It can make your work day a whole lot worse.

Refraining from losing your cool

Refraining from losing your temper when dealing with difficult people at work is crucial if you want to remain professional and keep your sanity. If you feel your coworker is being unprofessional or acting in a disrespectful way, it is best to avoid escalating the situation and deal with it in a professional manner. There's an old saying that says "two wrongs don't make a right," so if you feel the need to escalate, talk to your supervisor.

While dealing with difficult coworkers can be challenging, they can also be draining. Getting angry with them won't change the situation and you'll end up arguing with them, which will hurt your professional image and impact your health. Instead, take a deep breath and acknowledge the fact that you need to deal with them. By staying cool and professional, they'll be more likely to respect you and your work.

Another effective way to avoid losing your temper is to identify the triggers that cause you to lose control. Try to avoid these triggers by getting ready for work on time or by setting aside some time to reflect before heading into a stressful situation. Practicing control over your anger at home will help prevent a flare-up at work. You can also use inanimate objects to control your anger and calm yourself before dealing with difficult people at work.

Addressing their obnoxiousness

Often you've encountered an obnoxious coworker at some point in your career. If this person is constantly gossiping or making unwanted advances, it can be hard to stay productive. If you're one of those people, learning how to deal with these people will help you be more productive. Try discussing the issue with your closest coworkers. If you're unable to talk to them directly, discuss it with your supervisor.

If you're dealing with a particularly obnoxious person, first examine yourself to determine what makes them so difficult. Is the behaviour always the same? Do they affect more than one person? Are they difficult people in general? If they don't affect you directly, try asking yourself if you can handle the situation with a little more professionalism. The key to dealing with these difficult people is knowing how to deal with them and be assertive.

Consider a group approach. You can use this method to convince your boss that this person's behavior affects other people more than the individual. This approach requires some preparation and knowledge of the boss's style. Don't make it seem like you're ganging up against another employee. Rather, make it look as if you're trying to improve a company by identifying difficult people.

Addressing their inability to make a decision

When dealing with a difficult personality at work, it is essential that you remain flexible in your approach. You must know how to deal with different styles of communication, conflict resolution, and investment in the outcome. In addition, you must be aware of your own biases and be ready to modify your approach depending on the type of person you are dealing with. If the person is a nitpicker or a perfectionist, you must be prepared for their unique style.

The person may know how the situation affects them, but they might deny it or try to explain it away. You may need to dig deeper to understand the person's reasons. While a supportive approach will not hurt the difficult person, an unhelpful one can result in backstabbing or delayed project completion. Ultimately, it is important to address the inability to make a decision when dealing with difficult people at work.

If you find that a difficult employee is a detractor of your team's progress, confront them about it. You may discover that the behavior that you've observed is actually beneficial for everyone involved. Confronting this type of employee can signal that you value the team's effort and morale. It will also inspire other members of the group to work harder. After all, a difficult employee can significantly impact the overall work and morale of the team, and can even negatively affect your own career prospects.