Estimated reading time: 15 minutes
A single disruptive employee costs organizations an average of $12,800 in lost productivity each year.
That’s not counting the emotional toll.
I’ve spent 15 years navigating workplace dynamics, and here’s what I’ve learned: disruption spreads like wildfire through an organization.
Teams become fragment and projects stall.
The culture you’ve carefully built starts showing cracks. Yet most managers freeze when faced with disruptive behavior, unsure whether to confront it head-on or hope it resolves itself.
TL;DR
A disruptive employee can harm company morale and productivity. To handle them, identify them early on and address their behavior. Different types of disruptive employees include those with negative attitudes, poor behavior, poor performance, disruptive behavior, and lack of motivation.
For a productive employee conversation, steps can be taken to stay calm and professional, set boundaries, and communicate expectations. Disciplining and handling difficult team members can involve involving HR and documenting incidents. Also, maintaining a positive work environment for the rest of the team.
Table of contents
- Who is a Disruptive Employee?
- Identifying a Problem Employee
- Types of Bad or Disruptive Employees
- How to tell an Employee their Behavior is Unacceptable
- How to Deal with Confrontational Employees
- Strategies for addressing disruptive employee behavior
- Free Download ” Respectful Work Language ” Infographic
- Handling Difficult Team Members
- Other Considerations for disruptive behaviours
- Related Articles
- Frequently Asked Questions
- Conclusion
Who is a Disruptive Employee?
An employee considered disruptive is someone whose behavior hinders the overall work environment. Their actions can negatively affect productivity, morale, and even workplace safety.
Identifying a Problem Employee
When it is an employee issue, watch your employees closely and find any potential problems. You can tackle the issue promptly and make sure that it doesn’t snowball into a larger problem.
Also, contact your HR department if you notice any concerning behavior among your employees.
Doing so will help manage the employee’s behavior appropriately and that they can continue delivering high-quality work.
In terms of communication, speak with your employees constructively and respectfully.
It will help address the issue quickly and effectively. Also, follow up after it has come to a resolution to document the incident for future reference.
The different signs of a problem employee
If you’re experiencing trouble managing an employee, there are some signs they can be a problem employee.
Some of the most common signs include,
- Poor performance.
- Interference with other employees’ work.
- Disruptive or suspicious behavior in the workplace.
If you notice any of these signs, take measures to deal with the problem employee.
Try to understand why the employee is performing poorly and make changes to improve performance.
Additionally, be open about your concerns and discuss them openly with the employee.
Types of Bad or Disruptive Employees
Time needed: 5 minutes
A positive and productive work environment is essential for any business to thrive. Unfortunately, certain employee behaviors can create a drag on morale and efficiency.
Here’s a breakdown of some common issues:
- Negative attitude
A negative attitude is one of the most common types of bad employees. A negative attitude is a permanent and pervasive dissatisfaction with work and the workplace.
Such employees are usually difficult to work with and are often disruptive to other staff members and supervisors. They can refuse to follow instructions or do their job, leading to problems at work and home.
A bad employee with negative behavior creates a toxic environment. The workplace behavior can also get upset by this negativity and bad attitude.
In addition, such employees often undermine the morale of other staff members and can harm company morale as a whole. - Poor behavior
Bad behavior at work is a big problem. It can be anything from ignoring instructions to disturbing others.
If an employee’s behavior is too much to handle, act fast. Don’t wait. Every case is different, so talk it out and look at all options.
You can take simple steps to fix things. Try giving the employee fewer tasks. Or set clear behavior rules in writing.
When you deal with bad behavior early, it won’t grow into a bigger issue. - Poor performance
Poor performance by an employee can hurt the organization’s performance.
It is tough to find the cause of poor performance and effectively deal with it.
If an employee is disruptive or causing issues in the workplace, it is necessary to take disciplinary action.
Depending on the nature of the behavior and the severity of the consequences, termination can be appropriate.
You can take many steps to deal with a disruptive employee, like training, counseling, or disciplining them. - Disruptive behaviors
Disruptive employees can be disruptive anywhere, from the workplace to home.
There are three main types of disruptive employees:
– Saboteurs.
– Troublemakers.
– Quitters.
Saboteurs try to disrupt the work environment by sabotaging equipment or disrupting coworkers.
Troublemakers deliberately make things difficult for others and can be very vocal about their grievances.
Disruptive employees can also be quitters who leave without any warning or explanation.
These employees simply walk out on the job, causing a sudden drop in work output. If you find a disrupter in your workplace, understand their behavior and work to reduce the disruption they cause. - Lack of motivation
Lack of motivation is among many factors, including poor work conditions, low pay, and lack of opportunity.
Disruptive employees are a major headache for employers as they lack the skills and motivation to give at their best.
To deal with disruptive employees, firms must train and introduce growth opportunities. They can also take disciplinary action or consider termination if necessary.
Companies need to develop a clear employee behavior and performance management policy to manage disruptive behavior in the workplace.
How to tell an Employee their Behavior is Unacceptable
Follow these steps to make your employee aware of their unacceptable behavior.
- Schedule a private meeting with the employee.
- Express concern and share specific examples of the unacceptable behavior.
- Explain how the behavior is impacting the work environment or team.
- Listen to the employee’s perspective and concerns.
- Agree on steps to improve the behavior and set clear expectations.
- Document the discussion and outcome.
- Follow up to monitor progress and give support as needed.
What are the steps for having a productive conversation with the employee
- Plan and prepare what you want to discuss.
- Schedule a private, uninterrupted meeting with the employee.
- Be clear, calm, and professional.
- Listen actively and allow the employee to speak.
- Stay focused on specific behaviors and their impact.
- Avoid making accusations or attacking the person.
- Work together to find a solution and establish the next steps.
- Follow up to make sure the agreement is being followed and to provide support.
How to Deal with Confrontational Employees
Start by preparing for the unexpected. Disruptive employees are often unpredictable, so be proactive and deal with them calmly.
- Handle confrontations diplomatically.
- Avoid escalation and keep the conversation focused on their behavior.
- Take notes of the incident, including what was said, how it was said, and what actions you took.
After the incident, communicate with human resources about the issue and discuss any possible solutions.
If that doesn’t work, go through the proper channels and ask for support from your team or department.
Tips for remaining calm and professional
If you see an employee displaying disruptive behavior, here are few things you can do to contain the situation.
First, be respectful and avoid getting confrontational yourself. Instead, try to set clear expectations for behavior and communicate them clearly to the employee.
Follow these tips,
- Take deep breaths and stay centered.
- Focus on the issue, not the person.
- Use a calm and neutral tone of voice.
- Avoid getting defensive or making assumptions.
- Ask questions to understand the situation.
- Avoid making impulsive decisions and take time to think before responding.
- Stay solution-focused and maintain a positive attitude.
- Avoid speaking in absolutes (e.g., “never” or “always”).
- Keep emotions in check, and don’t let them drive the conversation.
If the situation becomes too contentious, consider terminating the employee’s employment involving management and Human Resources (HR).
Setting boundaries and communicating expectations
Set boundaries with confrontational employees from the start of a working relationship.
These individuals have strong opinions about work-related issues and often challenge or argue. It’s best to communicate expectations clearly and concisely to ensure that both parties are on the same page.
Disruptive employees are hard to manage, but some steps can help keep the workplace productive and orderly.
Strategies for addressing disruptive employee behavior
Strategies for dealing with employee behavior that is disruptive and difficult to manage can include.
First, find the root cause of employee behavior. The employee can be experiencing a difficult personal situation, like a family crisis or financial hardship.
Or, the employee may have difficulty adjusting to work culture, job responsibilities, or workplace environment.
Take some time and sit down and chat about their issues to understand employees’ perspectives. It can help open the lines of communication and create a positive working environment for both parties.
When addressing employee behavior that is difficult to manage, address the issue diplomatically and objectively. As a manager, you should approach the situation rationally and calmly.
Try not to get drawn into petty arguments or emotional outbursts. You must refrain from using negative language or accusing the employee of wrongdoing without evidence to support your claims.
When dealing with challenging employees, it’s important to offer resources for improvement and assistance in finding new work if necessary.
Free Download “Respectful Work Language” Infographic
Construct your sentences using the below neutral language examples,
- “I noticed that…”
- “Can we discuss your approach to…”
- “What can we do to address the situation of…”
- “I’d like to understand your perspective on…”
- “How do you think we can improve the process of…”
- “What steps do you suggest we take to resolve this issue?”
- “Can you explain the reasoning behind…”
- “I appreciate your efforts, but I think there’s room for improvement in…”
- “Let’s work together to find a mutually beneficial solution for…”
- “What support do you need to make progress in…”
It demonstrates positive leadership and shows that you are willing to help your employee learn and grow in their role.
Disciplining an arrogant employee
When disciplining an employee, consider their situation and the behavior that led to the disciplinary action.
For example. Some employees are difficult to discipline due to a lack of relevant work experience or poor performance management skills.
In such cases, it is necessary to work with their manager or supervisor to find a suitable solution.
Additionally, be clear about the consequences of their actions, both short- and long-term.
If an employee is continuously creating issues for the team or business, it becomes hard to deliver company’s objectives.
So if disciplining an employee becomes too difficult, it’s time to involve the HR team.
Here are the steps you can consider in this situation,
- Schedule a private meeting with the employee.
- Clearly articulate the specific behaviors that are concerning.
- Explain the impact of the behaviors on the workplace and team.
- Listen to the employee’s perspective and concerns.
- Establish a plan of action, including steps for improvement and consequences if the behavior continues.
- Provide the employee with resources and support to help them improve.
- Document the discussion and outcome.
- Follow up regularly to monitor progress and provide additional support as needed.
- Consider disciplinary action, such as a warning or termination, if the behaviors persist despite intervention and support.
Disciplining a manipulative employee
There are several strategies you can use to discipline and assert authority over them.
For example, give them feedback on their performance and work habits. You can also consider discussing their behavior with your management team for feedback and recommendations.
These steps must help you manage the process,
- Schedule a private meeting with the employee.
- Communicate the specific behaviors that are concerning.
- Explain the impact of the behaviors on the workplace and team.
- Allow the employee to explain their perspective and concerns.
- Establish clear boundaries and expectations for future behavior.
- Document the discussion and outcome.
- Implement a system of accountability and monitoring.
- Provide additional training and support as needed.
- Consider progressive discipline if the behaviors persist, including verbal or written warnings, suspension, or termination.
Effective leadership requires staying calm, objective, and rational while dealing with difficult people. As a manager, learn the art of constructive feedback following the company’s processes.
Also, understand the management style of working to align with the company culture.
Other steps you can take are…
- Enforcing strict deadlines and policies
- Delegating work to other staff members, or investing in training and development for the team.
Handling Difficult Team Members
Sometimes, good employees can turn into disruptive employees. When this happens, find the signs and body language, and take corrective actions.
Start by examining your employee’s behavior, attitude, and performance. Look for any changes in these factors. If you notice that the employee is becoming more difficult to work with, then it’s time to address the issue.
Communicate with the employee clearly and concisely. Make sure you’re clear about expectations and deadlines. Use mediation or problem-solving techniques to try to resolve the issue.
If this fails, consider terminating the employee’s contract. By taking steps to prevent future disruptions from occurring, you can foster a culture of peace and harmony.
Manage a positive work environment for the rest of the team
If you locate a toxic employee, take action now. Identifying a disruptive employee can be challenging, but take action as soon as possible.
Do not confront the employee in public or during work hours. Instead, create a policy outlining how disruptive behavior will be handled and communicate this policy.
Maintaining a positive work environment for the rest of the team is crucial. Create an environment where all employees feel respected and can work effectively without being interrupted or challenged by others.
Moreover, create clear policies and procedures that clearly outline how disruptive behavior will be addressed and handled.
Don’t forget to address workforce psychological safety.
This way, everyone knows what behavior is acceptable and unacceptable at work.
Additionally, inform the team about the situation. So the employees know when to contact you for questions or concerns.
Other Considerations for disruptive behaviours
If you’re an employee dealing with disruptive behavior from a coworker, there are several things you can do.
First, be aware of behavior that indicates a person is disruptive, like frequent arguments, ignoring instructions, and refusing to follow tasks.
Additionally, consider the employee’s work performance and attitude toward their job duties. If they’re consistently negative or difficult to work with, that could be a sign of potential problem behavior.
Another way to identify potential problem behavior is through employee feedback. Look for specific comments that show the employee is unhappy with their job or management.
Additionally, analyze the employee’s performance reviews and other feedback from their manager. If there are any complaints, you should investigate the matter further.
If you suspect problem behavior on the part of an employee, communicate with them directly and give a solution.
Work with the employee to find an acceptable resolution and avoid making assumptions about their behavior.
Importance of documentation and involving HR
Take into account a range of factors when dealing with disruptive employees.
For instance, documentation is key in ensuring noting employees’ actions for further investigation.
So, regular communication with employees is crucial for maintaining a positive work environment.
Moreover, involving the human resources department may be the best action in cases of serious misconduct.
To effectively address disruptive behavior, have a clear understanding of the problem and a plan for it. It is a trait of a good manager.
Allowing for open communication between management and employees and regularly communicating with the employee about their behavior can help ensure a productive work environment.
Employee assistance programs (EAP)
Employee assistance programs can provide support and resources to employees struggling with behavioral issues.
These programs may include counseling services, addiction treatment, and other resources. They can help managers address behaviors that are detrimental.
Employee assistance programs can be a valuable tool for managing disruptive behavior in the workplace. Furthermore, by offering support and resources to employees facing difficult situations, employee assistance programs can help promote a positive work environment.
Red flags and warning signs of Disruptive Behaviours
Watch out for these signs,
- Consistent tardiness or absenteeism
- Resistance to constructive criticism or feedback
- Negative attitude or employee’s problematic behavior towards coworkers or management
- Inability to work effectively as part of a team
- Consistent failure to meet performance or job expectations
- Disregard for company policies and procedures
- Poor communication skills
- Inappropriate behavior or language
- Resistance to change or taking on new responsibilities
- Evidence of unethical behavior or violations of company policies.
Related Articles
Frequently Asked Questions
– Schedule a private meeting in a neutral location
– Lead with specific examples of the behavior and its impact
– Listen actively to their perspective
– Create a clear, written improvement plan with measurable goals
– Set a follow-up timeline and document all interactions
– Ensure all disciplinary steps and warnings are documented
– Consult with HR and legal counsel
– Prepare termination paperwork in advance
– Keep the meeting brief and professional
– Have a witness present
– Focus on documented behavior patterns, not personality
– Immediately handle logistics like system access and key collection
A disruptive person consistently exhibits behaviors that interfere with normal workplace operations. This includes constant complaining, refusing to follow procedures, creating conflicts, undermining authority, or engaging in inappropriate communication. The key identifier is a pattern of behavior that negatively impacts team productivity or morale.
– Address issues promptly and privately
– Document all incidents and conversations
– Set clear behavioral expectations in writing
– Implement progressive discipline when needed
– Provide resources for improvement (coaching, training)
– Monitor progress regularly
– Be consistent in enforcement across all team members
– Use “I” statements and specific examples: “I’ve noticed that during meetings, you frequently interrupt colleagues…”
– Focus on behaviors, not personality
– Explain the impact: “This affects team productivity by…”
– Be direct but professional
– Listen to their perspective
– Outline clear expectations for change
– End with an action plan and timeline
Conclusion
Managing disruptive employees isn’t just about addressing bad behavior. It’s about protecting your team’s wellbeing and your organization’s future. Start small. Document everything.
Have those difficult conversations early. Remember: letting disruptive behavior slide doesn’t just impact today’s productivity – it shapes tomorrow’s workplace culture.
Your team is watching how you handle this. Show them that professionalism, respect, and accountability aren’t just words in your company handbook. They’re the standards you’re willing to defend.
Hoomale offers blogs on business, youth mindset, future work, and tech. Stay informed and educated with our captivating reads.
Get notified of our next post via email by signing up with the form below! Follow us on YouTube.
Get your free subscription to Hoomale Newsletter now.
Our fav tools: Coolors, InVideo, Semrush, WordPress, Dreamstime
Disclaimer: Some posts have affiliate links. If you buy through them, we earn a commission at no extra cost to you. We only recommend trusted, high-quality products. Thanks for your support!
