What Should the Business Do? Dealing with difficult employees is a common challenge. It could involve an individual, a team member, or even an entire team that’s not functioning well. While they may possess technical skills, their attitude or behaviour is causing problems.
Performance reviews often reveal recurring issues. For example, a specific manager’s team may experience a high turnover rate, or an employee’s behaviour could be flagged as disruptive or misaligned with the company culture. The consequences? Decreased performance, dissatisfied colleagues, lowered morale, disengagement, and frustration among stakeholders.
Forget Generic Training HR or L&D departments often consider sending employees on a course as a solution. While training programmes can be valuable, it’s worth questioning whether a generic group course will address the underlying interpersonal challenges. In my experience, training alone rarely resolves these issues.
Opening the Dialogue The first step is to talk to the employee concerned. Understand how they feel and whether they would be open to support. The goal is to engage them in a way that fosters a positive, constructive situation. If the workplace issues have reached a point where internal HR support no longer builds trust, consider seeking help outside the business. Gaining the employee’s trust is crucial, and this approach cannot be underestimated.
Managing the Dialogue The business must show its support so the employee feels valued and empowered. This will increase the likelihood that they take responsibility for their development and their situation. Start by asking the employee what they need. However, HR or L&D professionals may find this challenging. In that case, suggesting independent, third-party support could be a good option.
Sometimes a manager or trusted colleague who has good rapport with the employee might be able to help, but this requires tact and timing. Ultimately, if the issue has escalated or become entrenched, it may be more appropriate for the employee to work with an independent coach, especially if HR is no longer fully independent in handling the matter.
Tailored Approach For lasting behavioural change and improved interpersonal dynamics, a tailored approach that directly addresses individual needs is often the most effective and quickest solution. This approach also allows the organisation to provide input and receive feedback.
Common Issues
- Direct Reports with a Problematic Manager A technically skilled manager might struggle with the people skills needed to engage, inspire, or retain their team. If performance reviews, exit interviews, or engagement surveys reveal recurring issues with a manager, targeted support focused on emotional intelligence (EQ) may be the answer. Common manager issues typically involve balancing empathy with assertiveness, improving communication, and developing self-awareness. These fundamental behavioural dynamics help managers build healthier, more productive relationships with their team and other stakeholders.
- Team Friction and “Bad Apples” One person’s behaviour can affect an entire team or organisation. Many organisations underestimate the impact of such issues. When someone “rubs people the wrong way,” it often stems from blind spots in how they come across, their ability to read others, or how they manage emotions in real time.
To address these issues, a manager may need to have difficult conversations. A manager might find it easier to share concerns with an independent specialist than with HR. EQ coaching provides a confidential, supportive setting to help individuals become more self-aware, understand key situations, and learn techniques for positive engagement.
- Consistent Feedback on Communication Style If performance reviews and 360-degree feedback consistently highlight communication as an issue, a personalised approach may be necessary. Group sessions can introduce EQ concepts and build awareness, but one-on-one coaching can more effectively address specific triggers and situations that hold individuals back.
Why One-on-One Coaching Makes a Difference A well-designed group EQ programme provides everyone with a shared language and a set of behaviours to perform well. However, dealing with specific personal challenges usually requires personalised support. Here’s why coaching programmes are crucial:
- Confidential, Tailored Support Coaching offers a private, non-judgmental space to address specific issues impacting an individual’s work relationships. It creates a safe space for self-improvement and isn’t just a “quick fix”—it focuses on meaningful, sustainable change.
- Real-Time Problem Solving Unlike a one-off course, coaching offers immediate feedback and problem-solving for specific issues. A coach can work with individuals on real-time challenges, offering practical tools and techniques that can be applied immediately, making development feel more relevant and achievable.
- Building Resilience and Self-Awareness EQ coaching goes beyond technical skills to focus on self-regulation and resilience. Learning to manage emotions and adapt communication styles helps individuals proactively handle challenges, benefiting both the individual and the organisation.
More Than Team Building For broader team issues, a combined approach of training and coaching can quickly transform a team’s engagement and performance. Integrating group EQ training, team facilitation, and individual coaching offers the best of both worlds. Group sessions help build trust, empathy, and communication skills across the team, while facilitated discussions provide a safe environment for tackling issues collectively. Individual coaching reinforces these practices, allowing team members to reflect and apply what they’ve learned personally.
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 suffers. If you’re facing a difficult workplace dynamic and aren’t sure how to move forward, let’s have a conversation. EQ coaching programmes could be the tailored solution that both you and your organisation need.
