Problematic Employee: What Should The Business Do?
It’s one of the most common issues I hear about. There’s an employee, perhaps a team member or even an entire team, that isn’t working well. They may be technically skilled, but their attitude or behaviour is causing problems.
Performance reviews may reveal repeated themes. A particular manager’s team may have a high turnover rate, or someone’s behaviour might be flagged as disruptive or out of step with company culture. The result? Lower performance, disgruntled co-workers, decreased morale, disengagement, or a sense of frustration among stakeholders or teams.
Generic Training
The initial thoughts of HR or L&D is often, “Can we send them on a course?” While training programmes have their place, it’s worth asking: will a group course alone really resolve these (say, interpersonal) challenges? Will it address the heart of the issues?
Opening Dialogue
First things first, is to speak to the employee concerned and find out how they feel and if they would be open to some support. The key thing here is trying to manage helpful positive attitudes.
Managing The Dialogue
Firstly of the business coming from a supportive perspective so that secondly, the employee feels cared about, in control and so more likely take responsibility for their own development needs. This approach cannot be underestimated. Asking what the employee needs is a good starting point. It can be quite challenging, of course, for HR or L&D people to do this.
Sometimes a manager or trusted colleague who has good rapport with them might help if appropriate. It may take great tact and timing. And ultimately it may be best supported by an independent resource like a coach especially if issues have either escalated or become intrenched possibly already compromising HR’s ability to act entirely independently here.
Tailored Approach
When it comes to meaningful behaviour change and improving interpersonal dynamics, a tailored approach—one that speaks directly to individual needs—is often the most effective and quickest solution. This also allows for input and direction from the organisation and to receive feedback.
Common Issues
• Direct Reports with a Problematic Manager A manager may be technically skilled but struggle with the people skills needed to engage, inspire, or retain their team. If exit interviews or engagement surveys reveal recurring issues with one manager, targeted support focused on emotional intelligence (EQ) skills—such as balancing empathy with assertiveness, improving communication, and developing self-awareness—can help the manager build healthier, more productive relationships with their team and other stakeholders.
• Team Friction and “Bad Apples” One person’s behaviour can have a ripple effect across a team. When someone “rubs people the wrong way,” it’s often due to blind spots in how they come across, their ability to read others, or how they manage emotions in real time. These are difficult conversations to have, and EQ coaching provides a confidential, supportive setting to help individuals build self-awareness, understand key scenarios, and learn tools for positive engagement.
• Consistent Feedback on Communication Style When performance reviews and 360 feedback consistently highlight someone’s communication as an issue, it’s a sign that a more personalised approach may be needed. Group sessions can introduce EQ concepts and build awareness, but one-on-one coaching addresses specific triggers and situations that hold individuals back.
Why One-On-One Coaching Makes The Difference
While a well-designed group EQ programme can give everyone a common language around emotional intelligence and establish a baseline understanding, personal challenges usually require personalised solutions. Here’s why coaching programmes can make the difference:
• Confidential, Tailored Support Coaching offers a private, non-judgmental space to dig into the specific issues impacting an individual’s work relationships. It promotes a safe space to work on oneself. It’s not just a “quick fix”it’s about creating meaningful, sustainable change.
• Real-Time Problem Solving Unlike a one-off course, coaching allows for immediate feedback and problem-solving around specific issues. A coach can work with individuals on real-time issues, providing guidance, specific tools and techniques they can apply right away, making development feel more relevant and achievable.
• Building Resilience and Self-Awareness EQ coaching goes beyond technical skills, addressing self-regulation and resilience. Learning to manage emotions and adapt communication styles helps individuals proactively handle challenges, benefiting them, their teams, and the organisation as a whole.
More Than Team Building
For broader team issues, a combined approach can transform a team’s engagement and performance and often rapidly. Integrating group EQ training, team facilitation, and individual coaching is the gold standard here— offering the best of both worlds. Group sessions help build trust, empathy and communication skills across the team, while facilitated discussions provide a safe environment to tackle issues collectively. Individual coaching reinforces these practices and ideas, allowing team members to reflect and personally apply what they’ve learned.
Let’s Have A Conversation
At the heart of every strong team is the ability to connect, empathise, and communicate openly. When these skills are lacking, the whole organisation will be impacted. If you’re navigating a challenging workplace dynamic and are unsure of the best way forward, let’s start a conversation. EQ coaching programs could be the supportive, tailored solution you need.
