Dealing with Workplace Challenges

-A Proactive Approach –

Business People Sitting Around TableDealing with challenges in the workplace (individual employee understanding, gaps in knowledge/skills, challenging behaviours, employee/employee OR employee/employer conflict, etc…) can have serious consequences in the workplace including: reduced morale, lack of quality/productivity and increased safety risks. Developing key strategies can aid in the reduction and/or elimination of ongoing issues.

Many of these types of situations stem from communication breakdown, and as such, strengthening this core skill as a starting point will ensure management is being clear, concise and concrete with employees, and in turn, they with management. Creating opportunities for management and/or employees to discuss, learn and contribute to the development of strategies in dealing with challenging situations, which is an important starting point to long-term success in workplace application of these critical skills.

– Interactive, discussion-based ensuring applicable to specific workplace and department –

  • Management and Employee Focussed Versions
  • Highly Customized to Organizational Needs

Delivery Formats:

  • One-on-one or small group facilitation
  • Single session or multiple sessions (~1.5 hr each) to build skills/knowledge and assess progress

Duration – 2 Options:

  • 3.5 hour model for one-on-one or small group
  • 5 hour model developed as a group session and involves opportunities for breakout discussion, problem-solving and planning modules within the workshop

Includes workbook for workplace reference

Customization Available

Training Highlights: Sample


  •  Communication model: sending and receiving information (understanding verbal, vocal and non-verbal messaging)
  • The principles of effective communication: clear, concise, concrete
  • Feedback: providing effective feedback (ie: using “I,” not “you” which creates negative defence response), and seeking feedback to improve understanding of situation from employee perspective (special focus on doing so in difficult situations ie: focus of fact/behaviours, not the person)

Evaluate, Plan & Act

  • Evaluate the source of the negative/non-productive behaviour
  • Plan: 
  • Understand the organizational expectations and policies regarding dealing with difficult employees. Further, ensure understanding of services offered to employees such as: psychological services if required
  • Develop strategies to improve employee/workplace productivity. Creating a positive way to move forward will mitigate negative acceptance (attitude) of changes that need to be made – this may include inclusive problem-solving in which the employee helps to develop their own plan for improvement
  • Create a plan that clearly outlines timelines and outcomes relating to changes in employee behaviours (warning, termination, etc…)
  • Act: Using the plan created and discussed with the employee about changing behaviours, be clear about your role as management and the actions which will be taken

Motivating & Re-Engaging for Long-Term Success

  • Using information gained from training, workplace evaluation and employee discussion, develop long-term solutions to mitigating future issues – there are many lessons to be learned in difficult situations that improve management practices
  • Create concrete and actionable measures that will re-engage employee(s) and improve motivation within workplace/department (ie: collaboration/teamwork)