Managing or Working with Toxic & Other Employees Who have Attitude Issues

This session equips managers, supervisors, and HR professionals with a structured, immediately applicable framework for identifying, addressing, and managing disruptive employee behaviour - from the first early warning sign through to formal intervention when necessary.

Participants will learn to distinguish between different types of difficult behaviour - the chronic negativity, the passive resistance, the open hostility, and the subtle undermining that is hardest to name but most damaging to team culture. They will gain practical communication frameworks for direct, professional, and legally sound intervention. They will understand how emotional intelligence applies to high-tension management conversations. And they will leave with clear guidance on when to coach, when to escalate, and how to document appropriately.

Every concept is grounded in real workplace scenarios. No theoretical frameworks that collapse under pressure - only tested, practical approaches that work in the actual complexity of managing real people.

Why you should Attend: One difficult employee is costing you more than you realize - and silence is not a strategy.

This session is built for you if:

• You have an employee whose attitude is affecting the team - and you are not sure how to address it without making things worse
• You have had the conversation before and nothing changed - and you do not know what to do next
• You are avoiding a difficult interaction because you fear the confrontation, a grievance, or a discrimination claim
• You are watching your best people disengage while one disruptive individual continues unchecked
• You know something needs to change but you do not have the language, the framework, or the confidence to act

• Recognizing Early Warning Signs - identifying disruptive behaviour before it becomes a team-wide crisis
• Understanding the Ripple Effect - how one negative individual affects team morale, productivity, and retention
• Classifying Difficult Behaviour - distinguishing chronic negativity, passive resistance, open hostility, and covert undermining
• Direct, Tactful Intervention - the language, structure, and timing of an effective first conversation
• Coaching for Attitude Change - what works, what does not, and how to measure genuine improvement
• Setting and Enforcing Professional Standards - creating accountability without creating legal exposure
• Emotional Intelligence Under Pressure - managing your own response when conversations escalate
• Documentation and HR Coordination - what to record, when to involve HR, and how to build a defensible paper trail
• Escalation Decision Framework - the clear criteria for moving from coaching to formal action

• Managers and Supervisors Responsible for Team Performance
• HR Professionals Dealing with Employee Relations Issues
• Team Leads Navigating Difficult Team Dynamics
• Anyone Overseeing or Working with Challenging Employees