What do you do when an employee refuses to collaborate with a particular team member?

Margarita Anne F. Torio | February 5, 2020


What do you do when an employee refuses to cooperate with his/her peer/s? Do you just give up and hire a replacement? Employee turnover costs the company money. The cost for separation is one thing, and the cost for replacement is another. In this article, we will briefly discuss how to go about addressing this particular issue.
LISTEN.More often than not, when we are faced with difficult employees, we just shrug it off, become irritated and then label them simply as being difficult until we become fed up and rid the company of them.
The best managers get attentive when someone is not doing well. They see it as an opportunity to improve the situation. They roll up their sleeve and get into the ground zero of the issue - knowing the employee’s point of view. Before you get into the rocket science of handling things which in the long run might just amplify your problems, try listening first.
In doing so, you are hitting two birds with one stone. First, they will feel they are heard, which most of the time, is every employee’s hard reset button. Imagine a modem that irritates you because of its intermittent connectivity. A simple power cycle or turning it off then turning it back on just saves the day. Second, you will discover actual and legitimate issues.
NEVER POISON THE WELL.All too often, poor managers badmouth the problem employees to others rather than addressing the issue at hand. No matter how difficult an employee might be, never trash-talk them to other people. It not only creates an environment of distrust, it also creates a negative impression about you as a Manager. We can enumerate a long list of reasons not to do it so, just DON'T. 
BE CONSISTENT.It pays to be consistent in all you say or do. As a manager, people look up to you and look at you, all the time. If you are not okay with a particular behavior, do not be okay with it all the time. Behavior is aligned with the core values of the company, hence, it should not be subjective and never dependent on the manager's discretion.
If you want to change an employee's behavior, you need to be able to make them realize the impact of an improper behavior and get their buy-in into correcting it to a desirable one. Remember, they have to believe in you as a person because of what you do before they believe in what you say after.
We hope that we were able to provide you with the salient points in handling difficult employees. If you need help with training and workshops regarding this topic, please contact us by clicking HERE.