Curtis Swanson on Dealing with a Troublesome Employee

Almost no one truly enjoys conflict, but if left unaddressed in a corporate sense, conflict can boil over and create a variety of problems. Specifically, conflict can be incredibly important when dealing with a difficult employee (or a group of troublesome employees). As a leader, you will need to approach these conflicts in a specific manner to defuse them healthily and constructively, all while making sure you are making your point. In the end, your efforts should reflect the best interests of your hardworking employees and your business as a collective entity.

Here are a few tips for dealing with a troublesome employee.

Stay calm
An obvious rule of thumb when dealing with a difficult employee is to not be difficult yourself — this means keeping your cool. If you approach said employee with frustration on your face and rage in your voice, you will probably only escalate the situation and hinder any potential progress toward a solution. Instead, come off as professional, calm, and collected, but also firm and concerned about the matter at hand. Your employee will likely meet this demeanor with a similar one, allowing for a more positive interaction.

Prepare yourself
It might be easy to succumb to your concern or frustration when becoming aware of a difficult employee. As a leader, you technically have a right to go directly to this employee and bring the situation into the light. However, the best leaders exercise restraint and develop a plan of approach in such situations, analyzing what has happened, who is at fault, and what resources they will tap to mend any damage that has been done. Do yourself a favor and verse yourself in the problem — and the employee in question — before rushing headlong into a solution attempt. You will only feel more organized and in tune with your leadership abilities.

Listen up
Do not just talk (or yell) at your troublesome employee, listen to him or her. Allowing the employee to state their side of the problem may give you scope as to why the problem occurred and how you will go about rectifying it. You may feel irritated or out of answers in these types of situations, but as touched on earlier, a level head will be your best friend in figuring out what went wrong and where it did so. As Forbes points out, the best leaders “know their best shot at improving the situation lies in having the clearest possible understanding of the situation – including knowing the tough employee’s point of view.”

Additionally, in talking with the employee, you may find that the problem is not his or her fault to begin with. Either way, a little listening can go a long way.

Curtis Swanson is the COO of ClearCyte Diagnostics, a cancer screening company in Bellevue, Washington. Curtis's company is dedicated to the international marketing of medical screening to a wide range of markets. Additionally, he has experience in corporate finance, mergers and acquisitions, accounting GAAP & FASB, and business operational management. Throughout his career, Curtis has proven himself as a leader, innovator, and developer.

Learn more about Curtis Swanson here.