Here are 5 Ways to Manage Difficult Work Behaviours


Unfortunately, very rarely are behavioural issues resolved quickly within the workplace and avoidance can have an incredible snow ball on the rest of your organisation. These issues will not only get bigger overtime if the problem isn’t fixed as soon as possible, but they will begin to affect more people, and eventually can have large negative impacts on your organisation.

Education is power, our difficult behaviours training course has been designed to reduce your stress as a team leader so that you can confidently and effectively handle these difficult behaviours. Creating change, shifting old habits and setting the right tone for your workplace happens within, so investing into this course means you’re investing into the future of your team and your own self development.

  1. Tone is everything, so be careful with your use of language. In these uncomfortable situations a single word can very easily make a huge difference in the delivery of uncomfortable conversations. Staying calm, clear and direct ensures you’re given the involved team members a safe space to receive negative feedback without causing more stress or frustration.
  2. Learn more about the person, not the action. Oftentimes the real cause of the conflict stems from a deeper issue or frustrations that your team member is experiencing. Whether it’s home or work-related, connecting with your team member on a closer will help ensure you’re working towards fixing the root of the issue rather than blanket fixes. Our difficult behaviour training course will give you the relevant education and tools to help identify these root causes.
  3. Stick to the facts. Having clear examples of this challenging behaviour will require you sometimes to collate quotes, timelines, evidence and feedback from other people, but it’s a great exercise to complete before talking with the appropriate team members to ensure you’ve got clear reasoning for the conversation. When your conversation is purely factual, there is no room for personal opinions or bias to impact the outcome.
  4. If possible, avoid leaving on a negative note. There may be an easy solution to the situation, or it may take some time to find out the next best step. However, adding a positive spin on the situation will make the experience much easier to manage. Examples of this can be highlighting the fact that it created a chance for you to catch up that otherwise would not have happened for a long time, you’ve learnt more about each other, you’ve discovered gaps in training, or you’ve found opportunities to improve team bonding.
  5. Never forget to follow up. Remember at the end of the day you want your employees to succeed, and work in an environment where they feel supported. It’s crucial to develop a plan which includes some follow up sessions and work that will ensure the same behaviours aren’t repeated. It also gives the parties involved a chance to reflect on your conversation, and share any thoughts or insights into how they’re feeling. 

We understand that each situation is unique, and at times will require more help to improve the behaviour, this is where our Melbourne, Brisbane and Sydney based human resources training courses on difficult behaviours will give you the tools you need to carry out these moments of high stress with confidence.

At Pathways Australia, we’ve crafted an insightful difficult behaviours course that is designed for leaders of all industries and any individuals eager to know how to de-escalate aggressive behaviour, understand why people display difficult behaviours and recognise conflict and deal with it appropriately.

Gone are the days where difficult conversations or confrontational situations are hidden under the rug. If you’re passionate about the success of your organisation and the people you work with, you’ll register for your seat as soon as possible. If you’re unsure, connecting with people is our passion, so please reach out to us with any questions you have about this difficult behaviour training course.