How to handle difficult people at workplace?

Losing your temper and flaring out at the other person typically isn't the best way to get him/her to collaborate with you. Unless you know that anger will trigger the person into action and you are consciously using it as a strategy to move him/her, it is better to assume a calm persona.

Someone who is calm is seen as being in control, centered and more respectable. Would you prefer to work with someone who is predominantly calm or someone who is always on edge? When the person you are dealing with sees that you are calm despite whatever he/she is doing, you will start getting their attention.

its always better to keep ones nerves under control. I'd suggest talking to the person, understanding what his basic problems is/are and then working out ways to deal with that. anger would not only intensify the results but also one could loose the ability to think of best possible ways to achieve a result. guess management courses should also include a subject 'anger management' to deliver knowledge to all kinda management professionals for dealing with such circumstances. ;-)

I've seen people who remain calm and try understanding ones problems come up with better solutions than the ones who can't get their nerves under control. its beneficial for both the difficult person to deal with and also the person who's dealing with. as well, one doesn't spoil the healthy professional relationship that well share while working in an organization. this makes for a better life.

First You have to accept the fact that in every situation some "bal thackerey "wil be there in some form or another. Dont expect you have a smooth road towards your Goal.  But then we have our own goals to achieve so concentrate on your work and the effect of this difficult to handle people on organisation will be less. Be professional in dealing and BE CALM.

Depending on the situation one needs to decide how to handle difficult people. One must not forget that situations will decide whether you are in support of the idea proposed by difficult people or not. If the difficult person is stressing his points in a discussion but the point is in favour of the organisation, you will support him. But if he is being illogical then you can always try to persuade him.. and try to convince him that watever he is thinking is not right. Explaining him the pros and cons of the decision which he will make.

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If youare interested, can reach me on 9972046261 @ supriya@vibrantserve.com

I would also appreciate if you could forward to your fellow colleagues and Friends who will be interested.

Warm Regards

Supriya Vinay
Vibrant Serve
Landline-+91 080 22455606
Ph. +91 099720 46261
Email- supriya@vibrantserve.com
URL- www.vibrantserve.com

A person is branded as difficult to deal with depends on how you yourself try to tackle him or the problem associated with such person. A leader needs certain qualities to be a leader and will be successful only when he is able to handle any person or situation. The term difficult person or situation thus arrises out of ones inability to handle a person or situation.

Understand the person or situation analyse the person/situation thouroughly. Every problem will have a solution. Of course there could be certain boundary conditions and person or situation might become uncontrolable beyond the boundary condition. In such a situation make the person understand the boundary conditions within which we have to work. Reset the goals/tasks which can be acheived within such conditions. For this to happen leader himself should be a flexible person, understanding and pracctical person. Question yourself first if you yourself has these qualities, if not try to change yourself first to the requirement of the situation and then tell others.

Example: A Manger who fixes a time limit and schedule for a project to be completed with in a particular time frame, with out analysing the project, skils available within and sourced, and forces the project on the team and pressurises them to complete the task within the time frame is bound find every one in his team is a person difficult and the situation difficult to handle. Right person for the right work, keep the team happy and reward for good work, do not punish when person is made to work on a project for which he doesnot have the required skills, but appriciate for whatever little contribution he makes, shift him to the right place and location at the first opportunity, will be the key to success. According to me every person can be utilised in an organization and you need to find projects in line with the skills of the people you have and at he same time provide opportunity to learn to do new things and experiment on it.

I feel below points should be taken into consideration : Identify problem people. Learn to recognize when a coworker is “toxic.” Difficult people come in all shapes and sizes: Some talk constantly and never listen. Others must always have the last word. Some coworkers fail to keep commitments. Others criticize anything that they did not create themselves. A toxic coworker can take the form of a cut-you-downer, a two-faced backstabber, a gossip, a meddler, an instigator, or a nasty competitor.

Make the first move. If you approach a difficult person with the belief that he or she is as eager as you are to restore harmony, you can make the first move. Start your conversation with Start your conversation with statements such as “I’m sorry for what I may have done to hurt you” or “I could be wrong.”

Agree to disagree. If you personally dislike a coworker or boss, you can still learn from their opinions, viewpoints, and ideas. If you can find something to appreciate about them, comment on it in a favorable way. If that person senses your allegiance, they will be naturally drawn to you, and you may both learn to get along despite your differences.

I think, the first thing one should do, when in a conflict is to pause and take stock of where he/she is and why he/she is there. Understand what are our interests and intent with regards to the issue - get a grip on what we are feeling.

Once we are clear on where we are coming from, it is then time to seek some objective perspectives from neutral parties you trust. Many times, we get stuck with tunnel vision of 'my way or the high way'.

Then we can approach the individual with the interest of collaborating towards a solution that works for both.

If the red head is a blue collar, then handling should be in a phased manner i,e counselling,  oral, written  & disciplinary actions. For white collar then counselling and then disciplinary .

Thanks for the referral Ms Das

I think that the most important thing is that we should understand what a difficult person is and how we can utilize their negative energy. In my opinion, when a person is being difficult he/she is angry at the system/organization. Sometimes when we ask them about their opinion they tend to give some good reasoning how things can be done and modified so as to improve the system. Sometimes the explanations they give are useful, all it needs is to extract their ideas and utilize them.

In short I feel that difficult people can be utilized if handled properly, and if they get the right motivation, the energy can be very positive.  

TO HANDLE DIFFICULT PEOPLE ,THE MANAGEMENT CAN TRANSFER TO DIFFERENT BRANCHES OR CITIES IF IT IS A SINGLE ENTITY,DEMOTION ,AND OTHER MEASURES CAN BE ADOPTED EVEN WITHOUT PORTFOLIO FOR A SHORT TERM.

We can handle the situation in two ways, Viz, introducing Behaviour based approach, wherein the " At risks" are identified & appropriate safety measures are taken, in the event that, an At Risk Behaviour is shown.

Secondly, a legal sanction may be obtained through court depending upon the behaviour e.g. mis-behaviour with famenine gender etc. Or, the organization can develope a procedure to deal " Violence at Work ". This can be within the resources of the organization to handle people involved.

Difficult people might give you some tough time; but it would be in your own interest to refrain from taking things personally. Your team member might be irritated about some situation at home or workplace; giving some time to him and continuing talking to him might give him a signal "hey buddy; nothing personal".

dear Das. it is an interesting question.

first of all,pl difine aht do you mean by difficult. Is this because of you or environement or other  situation ( family etc). Noone would liek to be rude,but generally circustances force them to be or apper to be rude. I would suggest to call them and talk to them more firendly (not as a boss or peer or some one above in the same office) and coach them. Coaching is an art aand HR you hsoul know well, incase you have difficulty call an expert. I can assure you, he will come out many things personal/ official and he may get releived as well.

being good in spite is a good virtue. But let us assume he can be cured!!. if nothing happensa dn if it an attitude issue, simply throw from the system before he/ she spoils thentire organisation as a cancer. BUT this is only after using all methods. Firstlet us assume all are good and try to help him. He may need somehelp

thanks.......Rajagopalan

Take more time to improve your work skills,IT IS THE BEST WAY OF TACKLING THE DIFFICULT PEOPLE AT WORK

Finding a difficult people is common in corporate sector.Because of they are not aware of proper system of the organisation.In these scenario as your sub-ordinates who has stick to the system for more than 8-10 months,tell him to train them.Its like (Re-Training).Because as if superior speaks infront of those people he feels some egoism,why to follow all those stuffs in the organisation.

I personally believe, few guys are either intent & deliberate in getting tough to handle if we argue or cross over their statements, in that case if we provide them opportunity to speak first and explain your stand without verbal contradiction, can really hadle tough guys

how difficult the other person is depends a lot on how strong you are, how much confidence and faith you have in yourself.there are many categories of people, broadly:

i)people who will never change because they don't have that intellectual capacity/flexibility-- just neglect them.

ii)people who have the intellectual capacity but not the flexibility-- these can be changed by stimulating them to positivity or positive thoughts.

Trying and understanding what for they are difficult first and defining what actually difficult means will let you reach the solution.

According to the management theory various type of leadership qualities are available. Main three types are Autocratic, free rein & democratic. But situation decides which path we choose.

Thanks

Manager

www.qualitypointtech.net

Good communication with all sabardinate,leadership qualities,dynamic knowledge about work,Proper training for all level employees ETC.these are all eassy to handle the people at work place