Dealing With Difficult Colleagues

Dealing With Difficult Colleagues

Insight from Lenny

Feeling tension in your office? Maybe there’s a weird vibe lingering around the coffee machine, or someone’s "urgent" emails are becoming less like requests and more like demands. 

Whatever the case, it’s time to nip that in the bud and deal with those workplace conflicts head-on. Because if you don't, you're looking at:

• Decreased productivity (No one thrives in a toxic workplace)

• Unhappy employees (They’ll start "quiet quitting" before you know it)

• Potential legal drama (Yikes)

Of course, offices with tons of difficult colleagues are just chaotic. It’s not good for business and for everyone else.

The first step in dealing with them is… finding if there are difficult employees in the first place. Sometimes, a little misunderstanding doesn’t always mean an employee is difficult. So I’ve found it best to do a thorough assessment first.

Not all difficult employees are the same. Some are obvious, while others fly under the radar with their passive-aggressive emails and "accidentally" missed meetings. Let me break down the usual suspects:

1. Chronic Complainers

• Acknowledge their concerns to avoid sounding dismissive.

• Reframe the conversation towards solutions, not problems.

• Encourage them to suggest alternatives—they might surprise you!

2. Change-Resisters

• Explain the “Why” behind the change and its benefits.

• Provide the necessary training and support.

• Empower them to offer feedback and constructive criticism.

3. Aggressors

• Stay calm and set firm boundaries.

• Address the behavior without making it personal.

• Offer alternatives to their confrontational style.

4. Poor Communicators

• Practice active listening and model good communication.

• Offer constructive feedback and training to improve their skills.

You get the idea. These people aren’t just annoying—they’re productivity kryptonite.

Once you’ve spotted the problem, it’s time to do something about it. Here’s a simple action plan:

1. Gather Intel Like a Detective
   Sit down with everyone involved and get their perspectives. It’s like piecing together a workplace mystery—what’s the root cause? And how is it affecting the team?

2. Clarify Expectations
   Be crystal clear about what needs to change. If they nod in agreement, even begrudgingly, that’s progress! And as the saying goes, there’s no point beating a dead horse.

3. Outline Consequences (The Fun Part)
   Let them know the stakes if things don’t change. Acknowledge their perspectives, but make it clear that resolution isn’t optional.

4. Create a Plan
   Define specific steps, assign responsibilities, and set deadlines. Treat it like a GPS for getting your team back on track.

5. Monitor Progress & Adjust
   This isn’t a "set it and forget it" situation. Keep tabs and tweak the approach if needed.

Why spend your day playing firefighter when you can prevent the sparks in the first place? Start by building solid communication channels and checking in regularly. Set crystal-clear expectations and goals for the team, so no one’s guessing at what “good work” means. 

And don’t forget to dish out some recognition when they hit the mark—positive reinforcement isn’t just for dogs; it’s for keeping humans motivated, too.

Creating a positive work environment is key. Make respect and inclusivity non-negotiable. Get the team bonding with some good old-fashioned team-building activities (even if it’s just a pizza lunch or a trivia game). 

Celebrate the wins, big or small, and don’t let conflicts linger. The goal is to catch issues early, keep morale high, and foster a workplace that runs smoothly without constant drama.