Not All Employees

Not all employees are open to direct communication, not all employees prefer to follow standard protocols, and just blatantly- not all employees are easy. That doesn't mean they are bad and deserve immediate repercussions. From an HR perspective, these types of employees need time. Meaning, you need to give them time by learning about them.


It’s Personal

To dive right in, sometimes you have to find the source of the matter. The employee could be enduring struggles that obviously influence their workplace behavior and impact their mental health. 

If you take the time to view them as something more than an employee, they will most likely appreciate the attempt and offer gratitude in return. This will help enforce a positive foundation, it is a residual feeling even after the exchange has passed and you will be seen as a positive extension.


Take Time

Now it’s not easy to receive personal access to the matter that influences the employees workplace behavior, but ask questions. Become a mirror, and show them how they behave and how their behavior affects the environment. This is not to shame them, but to have the employee realize they are falling short of THEIR potential. Remind them of their qualities and reinforce positive remarks that help their self image. 



Try sharing your experiences. Everyone has struggled and it’s hard to bring your A-game everyday. This will help the employee resonate and feel less alone. Sometimes, it is the loneliness that hinders an employee’s productivity. A great way to help this is by fostering an organic friendship. You will become a source of encouragement to them as you uplift the employee and even be there for them under professional limits. 

Quick Tips on Befriending

  • Don’t force it

  • Remember their qualities

  • Not their discomforts

  • Highlight similarities

  • Be honest, correct them

  • Be sincere, remind them that you want them to reach their potential



Sometimes a personal matter can transfer over into the workplace and it can significantly damage an employee’s behavior and productivity. Instead of reprehension, try to listen, ask, and share. Building honest relationships with struggling employees changes their lives in and out of the workplace, helping them bring their best to their job. Your goal is to uplift them and stand by their side to ensure success on a daily basis.