Handling Difficult People & Employees | Retain Your Best People

As a small business owner, you wear many "different hats" from strategic planner to bookkeeper. However one area may owners aren't prepared for is managing people. Although employees allow you to get more work done, they create a whole new series of problems from hiring issues to worker's compensation. And there is no way to tell if the people you hire today are going to be a good fit for your company. At a certain point, you might find you need a crash course in handling difficult people.

Many conflicts can arise between small business owners and their workers. These problems can range from salary disagreements to performance problems. A conflict with one of your employees, for example, can cost you a valuable client because he or she is misrepresenting you and your company. On the other hand, one of your workers may have attendance issues or may refuse to perform certain necessary tasks.

Whatever the issue, difficult employees all have one thing in common. They will negatively impact your business. So as a business owner, you must accept the realities of handling difficult people. Here are a few tips that will help you deal with such individuals.

Handling difficult employees? Here's what you must do before they destroy your business.

Many managers and team leaders ask me how to deal with employees in a way that will maximize their potential, create loyalty and respect, and cut down on high turnover and destructive behavior in the workplace. The single most common reason people stay or leave an organization is based on the relationship they have with their direct supervisor. Therefore, the key is to show a keen personal interest in each person. Recognize everyone's uniqueness and find ways to allow that uniqueness to be expressed at work.

The following tips can be adapted to your particular situation.

- One-on-one Meetings.
- Build trust; have meetings in your office over lunch or coffee with each individual.
- Get to know your employee by asking about their career goals, even if you have to acknowledge that working at their present job may just be a stepping-stone on the way.
- Ask what opportunities for growth they might like in their job.
- Ask what part of their present job they enjoy the most. Find ways to give them more of those tasks.
- Ask if there is any part of their job they don't like. If possible, relieve them of the particular task. If not, help them find ways to make it more pleasant. Break it down time-wise. Build in rewards.
- Always recognize jobs well done; give bonuses, e.g. tickets to movies or other events, recognize the employee of the month, rewards for creative ideas, etc.
- Where possible allow the employee to learn a new area of interest. Encourage that interest by sending them to a class, etc.
- Set up a mentoring system.

If each individual employee feels appreciated they will more likely remain motivated to stay in an organization and consistently provide quality work that is aligned with the company's goals.

About the author:
Dr. Dorene Lehavi, Ph.D. is principal of Next Level Business and Professional Coaching. She coaches Professionals and Business Partners. You can purchase her ebook or soft cover editions of Stop Doing What You Hate…Start Doing What You Love at Contact Dr. Lehavi at Dorene@CoachingforYourNextLevel.com or on the web at and sign up for her free newsletter, Mastering Your Next Level.

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