In this business climate, it's essential to retain good employees and see the potential in people who are nearly at the company standard. Training new people on the job takes time and effort away from tending to the business at hand, whatever that may be. Keeping current employees in the company is important for morale, as it incites loyalty to the brand.

However, not every employee is perfect. In fact, some may even (unintentionally) get in the way of garnering results. Instead of getting rid of team members who cause issues on the first instance, those in leadership positions need to evaluate what's happening from an objective perspective. Each situation is different and should be managed on a case-by-case basis, so managers and business leaders should learn how to identify specific behaviors and handle the situation accordingly.

Identify, don't blame
A business is made up of many different personalities with various personal histories that subconsciously affect office culture. When looking to suss out the root of a problem, whether it's a conflict, production issue, etc., it's important to identify the behaviors instead of blaming the person exhibiting those behaviors.

As Profiles International reported, there are a few difficult behavior types that leaders may encounter in the workplace. There are gossips and complainers, who do just that rather than handle situations in a dignified fashion. Then there are employees who believe themselves to be the best and only look out for themselves rather than the team. Occasionally, bullies will emerge and they will dominate and manipulate others to get their way. Each one of these types might need to be dealt with in a different manner, and this should be done quickly.

"Consistency is key when it comes to fixing issues in the workplace."

Remedies and moving forward
Once a manager or team has identified the source, remedying the behavior in a healthy and constructive way is the next step toward improvement in the office. Having an open line of communication is imperative in these situations – employees should not feel as though they are being attacked, but rather that they are simply being given feedback for improvement. Each party should be involved in the decision-making process to formulate a game plan – this shouldn't come off as commands or strict instructions.

Forbes asserted that consistency is key when it comes to fixing issues in the workplace. If someone exhibits unfavorable behavior, this should always be unacceptable, not only when there's enough time to manage it properly. Additionally, the behavior should not pass for one person but be addressed when someone else does it. This method will not build relationships in the office – instead, it will foster hostility.

Some leaders are better at mitigating issues than others, but everyone could benefit from a course or training seminar that helps refine managerial skills. Employees were selected for the team for a reason and they should be given ample opportunities to prove themselves at their post, even if their attitude or behavior is sometimes less than ideal.