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Many project managers have trouble in dealing with disruptive employees because they simply don’t know what to do. How can you deal with someone like this without making the situation worse or endangering the entire project? It is not nearly as impossible a situation as it may seem.

Admit There’s A Problem

You need to begin by admitting that there’s a problem. You can’t ignore it or think that your team members need to learn to work together or hash it out on their own. When an employee is truly disruptive then it is your job to step in.

Talk To The Disruptive Employee

Next you need to take the time to sit down with this employee and talk about the issue. Begin not by accusing or spelling out your view of the situation but by asking questions. You want to know how the employee perceives the situation and what might be going on to make them disruptive. Do not focus exclusively on the problem. Odds are the employee has been doing some things right. Don’t forget to mention those.

Start off by avoiding any confrontational language. Just ask for their impressions of the project and their involvement without putting them on the defensive. When you put someone on the defensive without giving them a chance to talk then you lose a chance for an easy resolution. If the employee acknowledges that there is a problem then ask if they have any ideas how to resolve it. This could end the disruption.

Lay Out Your Expectations

Sometimes just being friendly and talking to an employee will reveal what is causing them to be disruptive and resolve it. If this does not end the problem then clearly lay out what you expect of the employee. Vague statements have no place here. You want the employee to know exactly what is expected of them.

Explain The Consequences

If you feel that the employee may still not be getting the message then you may go so far as to explain what the consequences will be if expectations are not met. Make sure that the expectations are clear so that anyone could see if they are met or if they are not. This is essential so that you know when consequences are to be implemented. It is not a judgment call. It is a line that has been crossed.

Follow Through With Consequences

When you draw a line in the sand and someone crosses it then you have to implement the consequences that you said you would. If you don’t then you will lose all respect. If you were clear about your expectations and what would happen if those expectations are not met then it was the employee that chose to implement the consequences, not you.

No project manager wants to deal with disruptive employees but sometimes you have to. You begin with a friendly chat and move on to a detailed explanation of what is expected of the employee. Then if the employee does not do what is expected then it’s time for some consequences.

Tommy Rhein writes about searching for high quality master in project management degree programs .

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