As we consider how to achieve the goals set for 2012 we depend on high performers. But managing high performers with difficult personalities is one of the greatest managerial challenges that leaders face. We see it all the time across every industry and function.

Profiles Research Institute surveyed managers on this topic and found that the majority of managers responding to the survey do not use assessments to work with difficult employees. These tools can be very useful in identifying not only high performers, how well the person will fit the job and most importantly these difficult employees.

In this month we've provided managers with 10 simple tips to overcome this challenge.

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10 Tips to Help Manage High Performers with Difficult Personalities by Dario Priolo

Managing high performers with difficult personalities is one of the greatest managerial challenges that leaders face. We see it all the time across every industry and function. Whether it is the genius software engineer, or the prickly neurosurgeon, sometimes we can't live with these people but we can't live without them. So, what can leaders do to bring out the best in these people while minimising negative impact they have on their co-workers and the organisational climate?

Research conducted by Profiles International shows that today's workplaces are overrun with"divas" and "jerks". I'm sure we all have one in our office! Our research undertook the task of understanding the best ways to manage these 'difficult' workers. The study, which involved over 700 participants uncovered some interesting findings, which included:

- More than half surveyed claimed 25% of high performers in their organisation were difficult to work with
- Sales and Operations were identified as the departments with the highest numbers of difficult high performers
- 72% disagreed that it is ok for managers to give special treatment to difficult characters just because they are high performers
- A shocking 49% of managers could not identify what makes a high performers successful
- 68% of managers did not understand why 'difficult' high performers behave the way they do
- 78% of managers did not know how to manage these employees effectively.

Addressing engagement at each of these unique levels requires different actions. The remainder of this report will examine the different ways leaders can address engagement and motivate employees to be more committed and excited about their daily tasks.

1. Engagement at the organisational level.

However, these issues do not go unnoticed, managers are reluctant to do anything about it, as the cost tends to exceed the benefits. 62% of participants agreed with this statement.

The majority of managers surveyed claimed, they do not use assessments to work with difficult employees. These tools can be very useful in identifying not only high performers, how well the person will fit the job and most importantly these difficult employees.

For all you managers out there dealing with these Jerks, Prima Donnas and Hot Heads, here are 10 simple tips to managing difficult employees.
- Have a one-on-one conversation with the employee in private
- Consult with other managers and your boss
- Provide the employee with outside training
- Make yourself available to the employee for additional training
- Be sure to outline clear guidelines of conduct for the employee
- Have a discussion about the issue at a meeting with the employees involved
- Schedule a formal employee review, even if one is not due
- Request that the employee to submit reports about how he or she is seeking to change their behaviour
- Put the employee on probation for the appropriate amount of time
- For more serious problems, terminate the employee immediately, explain cause and provide pay for any hours worked.

If the person's behaviour goes too far, and they remain employed, it could seriously damage staff morale. Do not be too hesitant to let these people go, just because they are high performers. This one person could badly affect the remaining 'well-behaved' employees. These employees are the backbone of your company!

PROFILES VICTORIA
JANUARY 2012

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