How to Handle Difficult Employees As a Manager
The Leaders Institute
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How to Handle Difficult Employees: A Leader’s Guide to Office Troublemakers
There will always be difficult employees in any organization. Even Fortune 500 companies have their share of rotten tomatoes. As a leader, your job is to guide your team, encourage strong performance, and have those tough conversations when things go wrong. But how can you do that when you don’t even know who you’re dealing with?
This guide helps you recognize and manage the most common types of difficult employees—those who can disrupt the team but, with direction, can also drive growth.
The Competitor: Rivals in a Workplace Hunger Games Showdown
The Competitor thrives on winning—often at others’ expense. They chase personal victories, undermining colleagues or dismissing ideas to look superior. This behavior drains morale and fractures collaboration.
Still, their ambition can be a strength. Their drive can fuel innovation and push the team to new heights. The key is to redirect their energy. Align their goals with team objectives, reward collaboration, and assign leadership roles that make them accountable for shared success.
The Rebel: Defies Rules Like an Office Renegade
The Rebel challenges authority, ignores deadlines, and mocks rules. Left unchecked, their defiance spreads negativity. But behind the attitude often lies courage and creativity.
Rebels question broken systems and can inspire change when guided. Set firm boundaries, clarify expectations, and communicate openly about the impact of their behavior. Give them ownership of innovative projects so they can channel independence into constructive results.
The Procrastinator: Spinning Too Many Plates
The Procrastinator overcommits, misses deadlines, and leaves others picking up the slack. Their disorganization frustrates coworkers and strains trust. Yet, their enthusiasm for new ideas can be contagious.
Help them focus by breaking tasks into smaller steps and setting clear milestones. Offer consistent feedback, reinforce deadlines, and celebrate progress to keep them accountable without crushing their motivation.
The Drama Queen (or King): Turning Molehills into Melodramas
Drama-seekers thrive on emotional chaos, turning minor setbacks into major conflicts. Their constant complaints sap energy and derail meetings.
However, their emotional expressiveness can be a gift when redirected. They often bring empathy and strong communication skills. Encourage professionalism, provide private feedback, and channel their passion into creative or client-facing work where it shines productively.
The Volcano: Erupts Over Every Setback
Volcanoes explode under pressure, raising voices, intimidating colleagues, and spreading tension. Their anger damages trust and productivity.
Still, their passion and candor can be assets when harnessed. Address outbursts immediately, set expectations for respectful communication, and coach them privately to identify triggers. With guidance, their intensity can become a force for decisive leadership.
Turning Troublemakers into Team Players
Got a Competitor staging a Hunger Games or a Volcano erupting in meetings? Our Creating a Team Culture and Improv Team Building Workshops can help you transform tough personalities into high-performing team members. Complete the form below to learn how to turn your office chaos into a cohesive, drama-free success story.
If you want to learn even more about how to deal with difficult employees, go check out the extended version of this article on our website or the full podcast over the topic below!