THE TOUGHEST EMPLOYEES TO DEAL WITH
AGUSTINA C. ALMACHAR
Imagine if everyone in your office or workplace were hardworking, collaborative, disciplined, kind and talented. It might be the dream you want to happen but in reality it will never be and management would be simple and easy. Humans are different with one another where you would encounter talented ones but lack cooperation, some who are collaborative but not too talented or qualified. You would meet aggressive people and others who lack motivation. Some are well- intentioned but high maintenance, moody and easily distracted. Then, there are the ones who are just plain difficult.
When faced with a problem personality, most of us do one of two things: We either confront the person head-on, leading to escalating hostility, or else avoid dealing with him/her and leave the problem to worsen. Neither is an effective solution, and as a leader, neither is an option. Here are five of the most challenging personalities according to Orloff. The Narcissists have an inflated sense of their own importance and crave constant attention and praise but they will often do well in positions of power because they take power very seriously and value it highly, and often work very hard in those roles. PassiveAggressive people will leave you dangling.
They will make you feel you’re not worthwhile because they don’t show up for you in consistent way. It is recommended to place them in jobs where there are very specific guidelines and expectations laid out for them. Every workplace will have a certain amount of gossiping. The first step toward dealing with a gossip is not to get sucked in yourself. Don’t participate in gossiping which can be hard to resist, depending on the subject of the conversation. On the plus side, gossips often have good people skills.
They like talking, so if you give them a positive place where they can talk, you can channel their abilities for the good. The Guilt trippers are people who lay it on thick. If you gave a plum assignment or perk to someone else, or otherwise slighted them or made their work more difficult, they’ll let you know just how much of a grievance they have. They may lay the same guilt trip on co-worker who they feel have slighted them as well. What’s the best role for a guilt tripper? Not with people but have them work on independent projects.
According to Judith Orloff, M.D., assistant clinical professor of psychiatry at UCLA, instead of being rigid and laying down the law, you can use a sort of communication aikido to channel troublesome employees energies in ways that will benefit themselves, their coworkers and your company. “Let go of reactivity,” Orloff advises. “People typically react when their buttons get pushed. If that happens to you, take a break, breathe, and center yourself. Then respond calmly and firmly rather than getting caught up in their dances. As a role model for others, you have to be in a higher place.”
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The author is Head Teacher II at Rafael L. Lazatin Memorial High School Balibago, Angeles City.