6 Inevitable Situations Leaders Face While Managing Employees

As a leader, you need to manage the employees to create a positive environment in the workspace. We often underestimate the efforts required to manage the employees during different situations. On the contrary, employee management is among the most difficult challenges for small business owners.

Here, the work is not complete as soon as you leave the workforce with tasks and responsibilities. The tough situations will arise because things are way out of your control. Therefore, a leader must find the ideal way to deal with these situations to maintain stability in the operations.

How to Manage Difficult Situations

One thing you must keep in mind while dealing with a problematic situation is that it is not unique. Millions of people around the globe have already faced almost every problem we encounter in life. And if not millions, you will find someone in your industry with the experience to help you out.

Entrepreneurs and business owners should try to find a mentor. They will assist you to overcome the roadblocks and make things normal. Or, you can use the vast available resources on the internet to find the exact solution for your problem.

The online communities are full of struggling entrepreneurs and successful leaders supporting each other. The financial troubles may require assistance from banks or direct lenders. Though, the latter is your best bet to get easy loans with no guarantor for your small business.

Inevitable Difficult Situations with Employees

The problematic situations can soon turn into a full-blown crisis if you leave them unattended. Therefore, the leaders should remain proactive with a solution in place to deal with different problems. Here are some challenging situations you will face in your small business as the list of employees grows.

  1. Underperformance

The hiring process gives an idea of the potentials and skillset of an applicant for the role. However, their performance has been well below the expectations for a long time. Now, the time has come to let them go to hire someone worth the investment.

Firing someone is never easy for small business owners because of their lack of experience. You should make some efforts to help them meet the expectations before showing them the door. Though, the hostile behavior may not require a warning as it may put your business and colleagues at higher risk.

Invite them to a face-to-face meeting to break the big bad news to them. Make sure they don’t take any action to cause damage to you or office equipment. Explain the reason and give proper feedback to help them in their career.

  1. Grievance

The situation is entirely different when you find one of your clients has lost someone close. They need space to manage the emotional trauma and grieve while assuring them of their professional responsibilities. They will return to the productive role after going through the process of grieving.

Until then, you need to make sure the teammates take care of the work in their absence. Send a sympathy basket or take care of their mental health by offering sessions with the best loans for bad credit. Send someone close to them from the office if you don’t know the ideal behavior in these situations.

After their return, keep an eye on their behavior for performance issues. Prolonged grief is common among adults battling with their emotions. Substance abuse, poor grooming, and severe withdrawal are warning signs of some underlying problems.

  1. Conflicts

A diverse workforce can help provide inputs from different viewpoints. You will have someone to take care of different types of tasks, and problem-solving will become easier. But the difference in opinion will lead to conflict among the colleagues at some point and may require your intervention.

You must listen to their problems instead of jumping to any conclusion. Every conflict will have a different outcome to bury the difference. Sometimes, your employees might have to agree to the different approaches and find the ideal solution to achieve the ultimate goal.

  1. Dishonesty

The hiring process cannot screen the dishonest employee under their textbook answers to the questions. After a few years as a leader, you will encounter many dishonest employees trying to take benefit of the situation. They may steal office supplies or equipment, misrepresent the facts, or even commit intellectual theft.

You should make it very clear to the employees the consequences of dishonest actions. Do not let them take advantage of your easy nature to get away with a serious mistake. Your action will give a lesson to the other employees about the real-life consequences of certain actions.

  1. Retention

Some employees are hard to replace because of their performance and skillsets. They may find a better opportunity in the established business with access to more funds. Thus, it gets difficult to retain them with your company since you may not match the offer from them.

However, there are benefits the employees may feel more important than an increase in their salaries. You can increase their paid leaves, upgrade their health benefits, or offer a remote workspace if they are relocating. Or, you can offer a promotion to give greater responsibilities to match their skills and potentials.

  1. Negative Feedback

Regular feedback is a great way to track the performance of each employee and reward the top performers. It gets easier to manage them when the employees work hard to improve their performance problems. However, the communication of bad feedback can create unnecessary problems.

Some employees might even accuse you of a biased assessment of their performance. You must discuss the negative feedback in a private meeting to maintain discretion. Help them improve their performance and explain the consequences of the constant negative feedback.


In the end, you will learn the ideal way to manage employees in a difficult situation from experience. You should try to see things from their perspective to find the right solution for their problem. Moreover, your actions should remain consistent and align with the organizational goal to avoid further disputes.

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