Dealing with Difficult People: A Definitive Guide

In life, we encounter people coming from different backgrounds. Each one has a story to tell and, apparently, each one has a certain way of interacting with other people. Although we can’t exactly gauge the personality of an individual at first glance, there are times when we just couldn’t bear with those who require a lot of patience to deal with.

Do you know a coworker you just don’t like? Maybe you have a teammate who does things that somehow irritate you? Difficult people are everywhere and they can be a pain in the neck at times. There could be several reasons why they act the way they do. Whatever these reasons are, it’s still important to keep your temper in check.

One thing’s for sure, difficult people are just individuals who need guidance, understanding, and patience in order to become valuable team players. That being said, here’s a guide to dealing with difficult people and turning them into productive members of your organization.

1. Don’t fight fire with fire

If a person acts rudely towards you, a part of you wants to act the same way. This is Newton’s Law at work in the context of group dynamics: For every, there’s always a reaction. Apparently, this isn’t always the case when you’re in a diverse organization. The aim is to always foster unity regardless of the background and personal experiences of each and every member. By being just as rude to another person, you are causing a rift and inviting hostility.

In this case, it’s always better to ignore the way other people treat you, especially if it involves personal enmity. Instead, don’t let your pride takeover. Be as professional as you can be to avoid escalating the situation and cause a wider rift within the organization.

2. Be a mentor and a motivator

It can be frustrating to deal with people who seem to be stubborn when it comes to mastering a new skill. However, it helps to realize that these people are trying their very best to learn, although they never show it.

You can’t force someone to master a skill overnight. Still, you can always motivate people into realizing their potential for success. Instead of calling it a torturous experience, you should view your mentorship role as an opportunity for personal development. It’s a way for you to develop the core qualities of a leader. More importantly, you will get the satisfaction of bringing out the best in someone no matter how challenging the task may be.

3. Show kindness and never isolate

Difficult people can pull your team’s productivity down if there’s an absence of proper supervision and mentorship. Then again, there’s no reason to be frustrated over people who don’t feel any enthusiasm towards their work.

The best way you can react to such a situation is to act kindly toward difficult people and acknowledge their need for acceptance. One thing’s for sure, they have an eagerness to contribute to the organization.

4. Point out faults

Mistakes happen all the time, but in the case of team members who commit mistakes habitually, there’s a reason for you to step in. In this sense, you should talk to the person who lags behind everyone else. You can ask about what is so difficult about the task. Get to the root of the problem instead of pointing out the obvious.

Remember that you need to keep your organization in good working condition. You can only do so by knowing the problems of each team member and understand each one. From there, you can develop solutions that actually work.