There’s no escaping difficult, dastardly or downright nasty people at work. There’s always at least one of them floating around.
While you can’t control someone’s horrible personality, you can decide how you’re going to respond. That means polishing your EMS— enemy management skills. By killing your enemies with kindness, or at least identifying their M.O. and mitigating their effects on your workplace, you can rise above their noxious influence.
Do you know how to identify the 24 most challenging personality types? If you can't identify them, you won't be able to manage them effectively. Personality by personality, learn shockingly easy ways to identify, defuse, manage and even motivate Difficult People at Work.
In too many cases, managers simply turn away from their least favorite employees. Rather than interacting with them, they avoid them. What's worse, managers may just write off the problem employees and do the employees' jobs themselves.
Turning your back on difficult employees isn't just a management mistake, it can also create legal trouble. That's because employees who frequently bump heads with management are also the ones who are most likely to file lawsuits when they feel they're being treated unfairly.
That's why, when managing difficult people, it's best to devise a strategy for dealing with their different personality types in the most appropriate way possible.
The 24 challenging personality types fall into a few basic categories:
And, don't forget about the mercurials, perfectionists and control freaks!
- Power Players: tyrants ... bullies ... credit grabbers ... malignants ...
- Indirect Aggressors: button pushers ... putdown artists ... saboteurs ... undercover operators ...
- Underachievers: coasters ... lifers ... space cadets ... wise guys ...
With the right strategy, you can defuse the power of these potential time-wasters and spend your time where it's most needed — on your work.
Learn how to manage Difficult People at Work
Although it may be hard to transform a difficult employee into a warm, friendly ally, you can take the following steps to make it easier for the employee to comply:
1. Focus on what you want to happen, not on how you feel. The emotional response always kicks in first, but the trick is not to act on it.
2. Schedule a meeting to discuss the problem. Often, that's the hardest thing to do. You hope the problem will resolve itself. Usually it doesn't, and by the time you do meet, pent-up emotions are hard to control.
3. Give the difficult person his due. Validate him as a person. Before you start, make it clear you empathize and that you are listening.
4. Ask the employee what he needs to help him improve. If nothing else, the question will force him to stop reacting and start thinking.
5. Model the type of behavior you want. Moody employees rarely remain negative if they're managed by unrelentingly positive leaders. Exhibit the kind of upbeat, forward-looking professionalism you expect from your staff.
6. Don't get sucked under. Beware of making difficult employees your own personal reclamation project. By investing lots of time in trying to change them, you risk alienating more positive workers.
Difficult People at Work can help you handle office troublemakers in ways that will actually have positive results — so you look even better as a manager, a leader and an outright office hero.
You do not have to be at the mercy of vicious, lazy, sneaky and downright weird employees. Armed with the secrets of why they act the way they do, you'll have all the power you need to defuse their craziness and achieve your goals.
Get your copy of Difficult People at Work now ...
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