Managing Difficult Behaviours in the Workplace Practical Tips for Irish Employers

August 12, 2025

Practical Tips for Irish Employers

Every workplace will, at some stage, encounter difficult behaviours, from persistent negativity to passive resistance, undermining comments, or outright aggression. These behaviours can quietly erode morale, affect productivity, and create stress for both colleagues and managers.

For small and medium-sized businesses in particular, where teams are close-knit and resources may be limited, learning how to spot and manage difficult behaviours early is essential. But many managers and employers feel unsure about how to tackle the issue without making things worse.

Here’s how to approach difficult behaviours with confidence and clarity, before they escalate into formal disputes or exits.

1. Spot the Patterns – Not Just the Incidents

Not all difficult behaviours are dramatic or overt. In fact, the most damaging issues are often low-level but consistent, such as:

Eye-rolling or dismissive body language in meetings
Undermining colleagues or management decisions
Withholding information or refusing to collaborate
Constantly resisting change or offering negative commentary

It’s the pattern that matters. Is this behaviour affecting team dynamics? Is it creating tension or conflict? That’s your starting point, not just isolated incidents.

2. Don’t Let It Linger

One of the most common management pitfalls is ignoring these issues. It’s understandable, most people don’t enjoy confrontation, especially in small teams or where there’s a long-standing relationship.

But allowing difficult behaviour to go unaddressed:

Signals to others that it’s tolerated
Undermines your authority
Can quickly lead to formal complaints or resignations

Early, informal intervention is almost always more effective than waiting for it to become a grievance.

3. Prepare for the Conversation

Before addressing the issue, get clear on:

What specific behaviours you’ve observed
The impact those behaviours are having on the team or work
What a change in behaviour would look like

Keep the focus on behaviour, not personality. For example:

Don’t say: “You’re being difficult.”
Do say: “I’ve noticed that you’ve interrupted colleagues multiple times in meetings. It’s affecting how others contribute.”

4. Choose the Right Tone and Setting

These conversations should always be private, respectful, and rooted in curiosity rather than accusation.

You might open with:

“Can I check in with you on something I’ve noticed? I want to understand your perspective.”

Then outline what you’ve observed, the impact, and the need for change. Give the employee space to respond.

You may uncover hidden issues like stress, confusion over responsibilities, or interpersonal tensions.

5. Follow Up and Document

After the initial conversation:

Agree on what should happen next
Monitor for progress
Document the discussion (briefly and factually)

If the behaviour continues, escalate through your disciplinary or performance procedures. But in many cases, raising the issue respectfully and early is enough to prompt change.

6. Train Managers to Handle Conflict Well

A lot of the time in SMEs, managers become managers after being promoted up the ladder for being good at their job. However, most managers aren’t taught how to manage teams and interpersonal issues, yet they’re often the first to encounter them.

Equipping your managers with conflict resolution skills, emotional intelligence, and confidence to step in early can significantly reduce the risk of escalation. It also fosters a culture of trust, accountability, and professionalism.

Final Thoughts

Difficult behaviours don’t have to mean difficult people. But when left unchecked, even small problems can spiral into major HR challenges. Employers who create a proactive, fair, and supportive approach to behaviour management are better placed to protect their team culture and their business.

Want to Build Confidence in Managing Difficult Workplace Behaviours?

At MSS The HR People, we don’t just talk about policies, we help you transform management practices into effective, confidence-building action.

Join our Handling Difficult Behaviours & Conflict Management course on 12^th November 2025 (virtual, CPD‑accredited 4 Points, 1/2 day). Find full details and register here:
mssthehrpeople.ie/difficult-behaviours
Equip your team with practical tools to identify and manage challenging behaviours before they escalate
Enable managers to respond professionally and proactively, using legal best practice and emotional intelligence
Each participant leaves with a personal action plan and a pocket toolkit to apply daily