All organizations have team members with diverse work styles and perspectives. Whether it’s employees who express frequent concerns, struggle with indirect communication, or are highly assertive, managers can guide team dynamics effectively while keeping productivity high. At Talent Plus, we believe that when managers understand the unique talents of their employees—and their own—they can align strengths and approach challenges to foster growth and boost productivity.

Smart leaders recognize that every interaction with employees is an opportunity to strengthen their management skills. Here, we discuss six strategies you can use to navigate workplace challenges while keeping your team productive and engaged. 

• Look Beyond the Behavior 
• Maintain Your Professionalism 
• Adapt Your Management Style 
• Address Issues Right Away 
• Reinforce Positive Behaviors 
• Know When to Escalate 

Look Beyond the Behavior

Understanding talent helps uncover the root causes of workplace challenges.

It can be easy to focus on surface behaviors, but taking the time to understand an employee’s perspective often leads to better outcomes. That’s because behaviors that seem puzzling often have underlying causes. Personal factors, unclear expectations or a need for guidance can present opportunities for clearer communication and stronger teamwork. 

Recognizing the unique talents of your team members can help uncover these root causes and create solutions that align with their strengths.

Before you react, try to understand the root cause of the difficulty by doing the following: 

• Ask thoughtful questions. At a neutral time and without blaming, ask the employee what’s at the root of the issue. Try, “I noticed tension in the last meeting. Is something on your mind?” or similar open-ended questions that can start a proactive discussion. 
• Observe behavioral patterns. Is the behavior occasional or constant? Is it directed at certain people, or does it happen in specific situations? The more you can narrow it down, the easier it will be to monitor, adjust and handle. 
• Clarify expectations. What may seem like hesitation is often just a need for clearer goals and roles. Be clear about what you expect, even if you think it’s already obvious. 

Empathy doesn’t excuse unwanted behaviors; instead, it provides insight into how to best address workplace challenges. 

Maintain Your Professionalism 

Professionalism creates an environment where talent can thrive.

Navigating different work styles can be rewarding and give you more insight into the talents of your team, and your response sets the tone. So keep your composure and professionalism—especially if others don’t. Here’s how. 

• Stay neutral. Model the positive tone you want to see in the workplace. Give calm, steady responses and stay upbeat. 
• Keep communication fact-based. Focusing on facts rather than emotions helps lead to better outcomes. For example, sticking to discussing specific behaviors rather than personal judgments helps keep conversations productive. Instead of saying, “You’re always negative,” try, “I noticed that you‘ve expressed concerns about this project multiple times. Let’s discuss solutions.” 
• Set clear boundaries. Define expectations early. It’s acceptable to say, “Let’s keep this conversation productive and respectful.” 

Adapt Your Management Style 

Tailoring your approach to talent unlocks potential.

Every employee benefits from a tailored approach. Consider these common types of difficult people at work and how to manage them by tapping into their unique talents: 

• The Thoughtful Evaluator: Acknowledge their concerns and guide conversations toward solutions. Try: “I hear that you’re frustrated with the new process. What could improve it?” 
• The Reflective Communicator: Encourage open dialogue. Try: “I received your email about deadline concerns. Let’s work on a realistic plan together.” 
• The Clarity-Seeking Employee: Offer feedback with care. Instead of “You need to change your approach,” try, “Let’s explore ways to refine this process together.” 
• The Confident Contributor: If someone shares their ideas frequently in meetings, encourage balanced participation. Try: “That’s an interesting point. Let’s hear from others as well.” 

Address Issues Right Away 

Addressing challenges early aligns talent with team goals.

Proactively addressing concerns fosters a positive and productive work environment. An upbeat, solutions-oriented, one-on-one conversation fosters trust and increases the likelihood of a constructive discussion. Recognizing and addressing challenges early allows you to align individual talents with team goals.

During the conversation, try these tips:  

• Be direct and constructive. Clearly state the issue in a way that encourages solutions. Taking a straightforward approach expresses your message, while diplomacy keeps the conversation professional and solution oriented. 
• Help employees understand how contributions shape team dynamics. Rather than assuming employee motivations, highlight how actions impact the team’s workflow or collaboration. This shifts the conversation from blame to problem-solving. 
• Listen before exploring solutions. Give the employee space to share their perspective before collaborating on next steps. They may reveal underlying challenges you weren’t aware of, helping you find a more effective path forward. 

Reinforce Positive Behaviors 

Recognizing talent motivates growth and engagement.

People are more likely to grow when they feel valued and supported. Recognizing and celebrating talent is a key part of this process. Try these strategies to encourage positive change: 

• Praise publicly, correct privately. Public recognition boosts morale and reinforces desired behaviors, while private corrections allow for constructive feedback without embarrassment.  
• Acknowledge even small improvements. Positive reinforcement encourages continued effort. Let employees know when you notice their progress—this can motivate them to keep improving.  
• Link individual behaviors to team success. Help employees see how their actions contribute to the bigger picture. When they understand their role in their team’s achievements, they’re more likely to stay engaged and make lasting changes for good. 

Know When to Escalate 

Escalating challenges ensures talent is supported.

Managers don’t have to solve every challenge alone. If challenges persist despite support, HR or leadership can offer additional resources to help find the best path forward. Recognizing when to escalate ensures that the talents of your team are supported by the right resources.

To handle escalation properly, follow these steps: 

• Document interactions. Keep records of key interactions, the steps you’ve taken, and employee responses.  
• Present escalation as a way to access additional support. Explain that HR or leadership has the resources to address concerns effectively and find successful outcomes. 

Employees Can Grow — And So Can You 

Focusing on talent builds a thriving, high-performing team.

Like any leadership skill, effectively managing team dynamics takes practice. However, it’s about developing the skills to navigate challenges effectively and lifting everyone’s performance as you do. Great managers excel at guiding teams through challenges, building strong, adaptable workplaces in the process.