Dealing with disruptive employees can be a significant challenge for any company.

 

It’s a situation that many leaders dread, but every workplace will encounter disruptive employees at some point.

 

Problematic employee behavior can disrupt the work environment, drain energy, lower team morale, and hurt overall productivity. 

 

That’s why managers and leaders must address disruptive behavior quickly and effectively to improve the workplace and maintain a positive company culture.

 

Characteristics of employees that have been set

 

Disengaged employees often exhibit disruptive behaviors due to frustration, lack of motivation, or feeling disconnected from their work.

 

Disengaged employees can hurt morale, decrease productivity, and damage team dynamics.

 

For business owners and managers, the impact can extend to creating a toxic work environment, increasing staff turnover, decreasing performance, and damaging customer relationships.

 

Below are three examples of what a difficult employee looks like in the workplace.

 

A. Employees do not fulfill their responsibilities

 

As a manager, it’s important to keep perspective.

 

Poor performance in the workplace can be due to a lack of ability or motivation, or both.

 

It can also be due to poor communication, lack of good management, misalignment, lack of resources, or something else entirely.

 

If an employee is underperforming in their role, don’t immediately assume they’re lazy.

 

There may be hidden reasons behind their failure to perform and lack of motivation.

 

It could be that their job is no longer challenging.

 

They may care about making a bigger impact and are frustrated by the lack of investment from others (or their manager).

 

Employee performance challenges can stem from a variety of factors, including restrictive policies, skills gaps, and limited career growth opportunities.

 

Personal issues such as health problems or life complications can also have a significant impact on a person’s ability to focus and perform their duties effectively.

 

Understanding these potential root causes is essential for managers who want to support and develop their team members.

 

Before confronting an employee, as a manager, ask yourself:

 

- Have I provided clear expectations and goals?

- Are my team members equipped with the right resources and support?

- Do I offer meaningful feedback and opportunities for growth?

 

B. Employees have bad character

 

When problem employees have negative attitudes, they create a toxic environment.

 

Often, but not always, bad attitudes in the workplace are passive and not directly confrontational.

 

Maybe it’s a not-so-subtle smirk or sidelong glance, showing up late, and not paying attention in meetings.

 

Maybe it’s gossiping at work or about coworkers and managers.

 

Or it may be less obvious: a hard-working employee who becomes cynical and always sees the negative in every interaction or suggestion because of poor management or a toxic work environment.

 

Bad attitudes may seem funny at first, but eventually, they wear on everyone.

 

Bad attitudes and negative behaviors are disruptive to the entire team and affect employee performance.

 

But it doesn’t stop there.

 

If they also have a bad attitude when dealing with clients or vendors, they’re putting your business and your reputation at risk.  

 

When deciding how to move forward, ask yourself first:

 

- Have I created a psychologically safe environment?

- Do team members feel valued and heard?

- Are my management practices inadvertently promoting negativity?

- Am I modeling the attitudes and behaviors I want to see?

 

C. Employees undermine your authority

 

When an employee undermines your authority, it can hurt employee morale and productivity.

 

It can also cause other employees to question your leadership abilities.

 

But not all employees who undermine authority do so with malicious intent.

 

Sometimes employees undermine leaders because they have a perspective that managers don’t see.

 

They may be so passionate about their perspective that they don’t see how their communication style undermines others.

 

In other cases, an employee’s disruptive behavior may be a deliberate attempt to undermine you.

 

As a leader, knowing how to distinguish between the two can help you address the issue effectively.

 

How to Deal with Unruly Employees

 

If you are dealing with an employee who is difficult to manage, following these steps can help you resolve the situation:

 

A. Try to improve the behavior, not the person.

 

When dealing with a difficult employee, it’s important to focus on the specific behavior, not the person.

 

Your role is not to judge them.

 

Not only will this create unproductive conflict, it won’t help resolve the behavior.

 

The goal is to find a way to stop your coworker’s unacceptable behavior and help correct the behavior that makes working with them difficult.

 

Your role is to support them and find a solution.

 

People don’t always realize how their behavior impacts their work and their environment.

 

Start by reminding them in a non-confrontational way.

 

Assume good intentions when possible.

 

Remember that not all difficult employees intend to be difficult.

 

Then, provide specific examples of their negative behavior to help them understand the problem.

 

B. Identify the cause of the problem

 

The reasons behind employee behavior are unique to each person.

 

So the way to deal with unruly employees is to identify the cause before addressing the problem.

 

This can be related to:

 

- Their job

- Relationships with other co-workers

- Personal issues that prevent them from doing their job well

- Management/work environment

 

As a leader, you are responsible for getting to the root of the problem and solving it.

 

C. Encourage open communication

 

Fostering an open work environment helps build trust and encourages team members to address conflict early.

 

Invite employees to share their perspectives during difficult conversations and actively listen to their concerns.

 

Emphasize that the goal is collaboration, not confrontation.

 

Open communication not only helps resolve current issues, but it also improves workplace relationships and prevents future conflict.

 

D. Be open to feedback

 

Understanding problematic employee behavior requires managers to recognize that it often stems from an individual’s perceptions and experiences in their work environment.

 

To effectively address these challenges, managers must develop an open and supportive approach by creating a safe, nonjudgmental space where employees can freely express their concerns.

 

This includes accepting feedback about management style, organizational dynamics, or personal experiences in the workplace.

 

By practicing active listening and truly hearing an employee’s perspective without bias, managers can demonstrate empathy and create opportunities for meaningful dialogue.

 

Often, what appears to be difficult behavior is simply an employee’s unmet need to be heard and understood. 

 

By listening with care and compassion, managers can often transform negative attitudes and behaviors, turning potential conflict into an opportunity for mutual understanding and professional growth.

 

E. Give clear directions

 

As a leader, it is essential to convey your instructions clearly in order to be effective.

 

In a conflict situation, you have two main goals:

 

- Get your colleagues to lower their guard

- Provide them with the information they need to improve their behavior.

 

To achieve this, you must provide clear and detailed feedback regarding employee behavior, including concrete examples.

 

F. Write down specific expectations and consequences

 

Document any expectations and behavioral changes with your colleague.

 

Develop a plan that sets goals, time frames, and regularly evaluates progress.

 

This way, you’ll both be on the same page.

 

It’s also important to document any consequences for failing to make the necessary behavioral changes.

 

In many cases, the person will take the issue more seriously if they have a clear plan and are aware of the consequences of not taking action.
 

G. Documenting disruptive behavior

 

Keeping detailed records of unacceptable behavior is essential when managing a difficult employee.

 

Document specific incidents, the steps you have taken to address the issue, and the results of those efforts.

 

This helps create transparency and accountability.     

 

H. Monitor progress

 

Once you have established your employee action plan, the next step in dealing with unruly employees is to monitor their progress.

 

This will help them achieve their goals within a set time frame.

 

Ways to monitor progress include:

 

Written records are especially important if the behavior continues and disciplinary action is necessary, as they provide a clear history of the situation. 

 

- Get feedback from other coworkers

- Evaluate the quality of their work

- Hold regular one-on-one meetings

 

Create written observations and reports for maximum transparency.

 

At the end of the agreed period, use the report to evaluate their success.

 

I. Use behavioral interviews during recruitment

 

Preventing problems starts with hiring the right people.

 

Include behavioral interview questions that assess candidates’ past responses to conflict, teamwork, and challenges.

 

For example, ask how they handled disagreements with coworkers or adapted to major changes in the workplace.

 

This approach helps identify candidates whose values ​​align with the company culture and reduces the chances of hiring difficult people or individuals who may exhibit disruptive behavior.

 

J. Keep calm and show respect

 

Giving negative feedback or firing someone is not easy.

 

Tensions rise, and people often become angry.

 

As a manager, it is important to remain calm and avoid judgment or criticism.

 

Keep your body language and tone neutral.

 

Focus on the facts and maintain an honest, professional, and respectful attitude.

 

Sometimes people are difficult because they feel taken for granted. You need to find out why they are behaving before taking drastic action.
 

K. Use training to drive growth

 

Coaching can be a powerful tool to help employees reflect on their behavior and build skills for growth.

 

Offer personalized leadership coaching sessions to provide support and guidance.

 

Coaching can help employees identify the root causes of their challenges, develop plans to address them, and set actionable goals.

 

By focusing on their growth, you can turn struggling employees into productive, motivated team members, boosting morale and productivity in the workplace.

 

L. Solve the problem directly

 

Ignoring disruptive behavior can escalate a difficult situation, so addressing the issue head-on is essential.

 

Schedule a one-on-one meeting to discuss the bad behavior in a structured, non-confrontational way.

 

Use specific examples of how their actions are affecting team morale, productivity, and the overall work environment.

 

You set the tone for constructive problem-solving and a commitment to improvement by addressing the issue head-on.

 

M. Focus on company culture

 

Reinforcing company culture and values ​​can help reset expectations for difficult employees.

 

During the conversation, connect their actions to the broader impact on the team and organization.

 

Highlight how negative attitudes and behaviors are hurting morale, teamwork, and company goals.

 

By tying their behavior to company culture, you help them understand the importance of their role in maintaining a positive work environment.

 

N. Develop a collaborative action plan

 

Collaborative action plans help align expectations and provide a roadmap for improvement.

 

Work with employees to identify specific behaviors that need to change, set measurable goals, and establish a timeline for progress.

 

Regular check-ins ensure accountability and provide an opportunity to adjust the plan as needed.

 

Collaborative planning demonstrates your commitment to supporting their growth while holding them accountable for their actions.

 

What are the solutions for dealing with unruly employees?

 

Use these four solutions to find the best outcome for the problem employee and the organization.

 

A. Consider your role in the problem

 

If a difficult employee is undermining your authority, ask yourself the following questions.

 

These questions will help you determine the intent behind your employee’s behavior:

 

- Do I know my coworkers' workload?

- Does the employee have a perspective that I don’t see?

- Does the employee make a valid point?

 

If you suspect your employee is intentionally undermining you, ask yourself these questions:

 

- Is the employee undermining me by doing their job differently than agreed upon?

- Does the employee put me down behind my back?

- Does the employee put me down in front of clients, vendors, or other colleagues?

 

In cases like these, it’s important to listen to employee feedback, as it can provide valuable insights for the organization.

 

You should also learn the difference between constructive criticism and destructive behavior.

 

Demonstrate leadership by remaining calm when confronted with problematic employee behavior. 

 

Model the values ​​and company culture you want to see in your coworkers.

 

B. Address their lack of motivation

 

When dealing with an under-motivated employee, start by giving them the benefit of the doubt.

 

Ask yourself the following:

 

Does the employee have too much or too little work?

 

Is the employee bored and in need of a new challenge?

 

Does the employee have the skills needed for the role?

 

Often, you can address employee lack of motivation by:

 

-  Adapting their job descriptions

- Freeing them from heavy workload

- Providing training

 

In other cases, a lack of motivation can lead to disruptive behavior and create a toxic work environment.

 

C. Talk to human resources

 

Managing a truly difficult employee is an interpersonal issue.

 

Therefore, it is best practice to notify HR when you are facing a difficult situation with an employee that cannot be resolved any other way.

 

This has two advantages as a last resort.

 

First, if the HR team is aware of the problem, they can implement company policies to handle the situation.

 

Second, they are workplace professionals who specialize in managing people. This means they can advise you on how to handle difficult conversations with your employees.

 

D. Knowing when it's time to let them go

 

Nobody likes to lay off employees.

 

But if your employees are consistently negative and behaving badly, you need to know when to take more drastic action.

 

Consult your HR department for advice and information on your company’s policy on laying off employees.

 

Use this guide on how to lay off an employee.

 

Conclusion

 

That was the explanation about unruly employees that can be your reference.

 

As an HR manager, it is certainly important for you to understand the characteristics of these unruly employees.

 

This is because if you do not deal with unruly employees properly, it can make the work environment uncomfortable.

 

In dealing with unruly employees, employee management plays a very important role. 

 

Through good employee management, you can create policies so that handling unruly employees can be done quickly and accurately.