How the greatest leaders deal with difficult employees

2 opposing leadership styles with clear common traits

The first time I had to deal with a difficult employee was when I worked at Harrods, managing a team of 8 people on the shop floor.

I was 21 years old, my team member was in her 30s.

Every day she’d turn up late to work (we worked shifts, so her lateness meant another of the team has to stay late).

She was a bit of a feisty one too. And whilst feistiness is a trait I love in humans, 21yo me was scared to be on the wrong side of it.

As a new-ish, young manager, I CRINGED and felt sick at the thought of having to deal with this situation.

After weeks (literally) of deliberation, I did it.

I rushed through the conversation and kept my eyes on the floor.

And to my surprise… She burst into tears. She apologised profusely, and went on to tell me how a situation she was in at home meant she couldn’t get to the morning shift on time.

Over time I’ve come to realise, there is no quick fix for difficult employees.

Some just need a candid conversation to help keep them focussed, others are unaligned with your values, aren’t right for your company and need letting go.

But 2 things remain constant in every situation…

Start with empathy, and never ignore it (the two things I did the polar opposite of on the Harrods shop floor).

Today, I’m undressing the leadership styles of 2 wildly successful leaders in how they deal with difficult employees, and putting them head to head in the ways they deal with performance management.

Leave a comment and let me know which leadership type you align with the most.

How 2 of the greatest leaders deal with difficult employees

Today’s breakdown is behind a paywall as it is incredibly valuable. Paid members keep scrolling to access.

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Get your tickets: ‘The 4-Step Process of Managing Difficult Employees’
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Back to it….