Addressing Difficult Employee Behaviour: Why It Matters and How to Handle It Effectively
Every business, particularly smaller teams, encounters challenges with employee behaviour at some point. Whether 
it’s persistent lateness, disruptive body language during meetings, or frequent hostility toward colleagues—these behaviours don’t just disrupt workflow. They cost you money, both in reduced productivity and, more critically, in the quiet departure of high-performing team members who won’t stay in a toxic environment.
I see this frequently in the organisations I work with.
In a close-knit team, one disengaged or disruptive employee can undermine morale faster than almost anything else. The ripple effects are real and often underestimated.
Let’s be honest—confronting poor behaviour isn’t something most business owners look forward to. It often ranks somewhere between a root canal and filing taxes on the list of things we’d rather avoid. As a result, issues are left to fester. But here’s what typically follows when nothing is done:
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Top performers start polishing their CVs
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Productivity suffers as attention shifts to internal drama
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Clients begin to sense tension and question your reliability
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Revenue takes a hit, often by up to 30% in small businesses
The good news? I’ve seen businesses undergo real transformation by addressing these issues directly and respectfully. The relief is immediate for both leaders and teams.
Start with a Private, Informal Conversation
Begin with a one-on-one chat in a quiet, low-pressure setting. Avoid formal meeting invites that might raise suspicion or anxiety. A simple “How are things going?” can be enough to open a meaningful conversation.
Often, what surfaces is unexpected: the employee may be caring for a sick relative, feeling excluded by teammates, or unaware of how their behaviour is affecting others.
The first step is to listen. The solution may be simpler than you think.
Set Clear, Measurable Expectations
After listening, it’s time to clearly outline your expectations. Be honest, specific, and respectful:
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“When deadlines are missed, it erodes client trust worth thousands of pounds.”
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“Your remarks in meetings are discouraging others from contributing.”
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“I need email responses within 24 hours to keep projects moving.”
Avoid vague feedback. Clarity is kind and crucial.
Frame the conversation as an opportunity to support their success, rather than simply issuing criticism. This small shift in tone can make a big difference in how feedback is received.
Develop a Simple, Practical Improvement Plan
Forget the 10-page performance plans. Instead, sit down together and define:
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2–3 specific behaviour changes
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What success looks like in clear terms (e.g., “Completes safety checks before each job”)
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A timeline for review with weekly check-ins being ideal during the first month
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Support you’ll offer (training, mentoring, flexible hours)
In my experience, this level of clarity, shared in a short, focused conversation, can change working relationships dramatically.
Follow Up Consistently
This is where many business owners falter. You’re busy, and follow-ups slip through the cracks. But consistency is critical.
Schedule follow-up meetings immediately and treat them as seriously as meetings with your biggest client. When progress is made, acknowledge it right away:
“I really appreciated how you handled that client call today as that was exactly what we discussed.”
And if issues resurface, act swiftly. A simple, “Can we talk about what happened in that meeting?” often prompts productive reflection.
Know When It’s Time to Escalate
After 3–4 weeks, you’ll have a good sense of whether the plan is working. If not, it’s time to consider next steps. Prolonging the issue only increases risk.
This is where involving an HR professional becomes essential. Employment law is nuanced, and mishandling a conduct issue, even with good intentions, can lead to costly outcomes. I’ve seen tribunal cases cost businesses upwards of £20,000.
An HR expert can help ensure you take the right steps and protect both your business and your team.
Your Team Is Paying Attention
Perhaps most importantly, your team is watching how you handle this. When poor behaviour goes unaddressed, the message is clear: “This is acceptable here.”
On the other hand, addressing issues fairly and promptly reinforces your values more effectively than any team-building day or mission statement ever could.
I’ve supported many business owners through these challenging but necessary conversations. Having a trusted advisor in your corner can make all the difference.
If you’re facing a difficult behaviour issue and want to talk it through, I’m here to help you create a workplace where everyone can thrive.