Dealing with a Badly Behaved Employee (Without Losing Your Mind)

We all know one.

The team member who’s late again.
Snaps at colleagues.
Rolls their eyes in meetings like it’s an Olympic sport.

And if we’re being honest, they’re costing you.

Not just in lost productivity, but in the quiet exit of your good people who can’t stand the atmosphere anymore.

One disruptive person in a small team is all it takes to derail morale, performance, and trust.

We’ve seen it. A lot.

What happens when you delay dealing with it?

• Your best people start looking elsewhere

• Productivity nosedives because the team’s distracted

• Clients sense something’s off

• And revenue? It can take a 30% hit, easily

And all because no one dealt with the issue early.

So how do you fix it?

Step 1: Start with a private chat

No need to book a big formal meeting. Just find a quiet moment.

A simple:
“How are things going?”
can unlock everything.

We’ve worked with clients who found the issue was personal stress, unresolved tension with a colleague or just plain obliviousness.

Listen first. You might be surprised.

Step 2: Get really clear on expectations

Once you’ve heard them out, say what needs to change:

• “Missing deadlines damages client trust.”

• “Those comments in meetings shut people down.”

• “I need replies to emails within 24 hours.”

Be specific and direct - but kind. Most people want to do well. They just don’t always know what’s expected.

Frame it as support, not punishment. That shift in tone makes a difference.

Step 3: Agree a simple plan

Forget a 10-page performance document.

Just write down, together:

• 2–3 things that need to change

• What “doing it right” looks like

• When you’ll check in next

• What help you’ll offer

That’s it. Job done.
I’ve seen this save relationships - and reputations - in under half an hour.

Step 4: Follow up (don’t flake)

This is where it usually falls apart.

You get busy. Time slips.
And 3 months later, you’re back in the same place.

So:

• Put the check-ins in your diary now

• Praise small wins on the spot

• Tackle problems the day they happen

A quick:
“Can we have a word about what happened in that meeting?”
can stop a spiral before it starts.

Step 5: Know when it’s time for plan B

If nothing’s changed after a month, it’s time to escalate.

That’s when calling in an HR specialist can save you a lot of grief.

We’ll help you:

• Follow the right legal steps

• Protect your business

• Keep your values intact

Don’t wing it - we’ve seen tribunals cost £20k+.
And they usually start with a “simple” behaviour issue that got mishandled.

Your team is watching

Every time you ignore poor behaviour, you send a message:

“This is acceptable here.”

On the flip side, when you deal with things fairly and quickly, you reinforce your values more than any team away day ever could.

Want a hand?

We’ve helped loads of business owners sort out situations like this - calmly, fairly and without the drama.

If someone’s causing stress in your team and you don’t know where to start, I’m here for a no-pressure chat.

Book a call and let’s talk about what’s going on.