This Webinar was hosted by EarlyEngage. 

At the end of this Webinar, you'll walk away with actionable tips you can implement now to see immediate results and be able to: 

• Discover how to search for and identify the root causes of challenging behavior. 👍
• Learn how to apply communication and management strategies that can prevent challenging behavior. 💛
• Learn how to have tough performance management conversations that lead to increased employee accountability. 🔄

👉🏻 Click here to watch the replay. 👈🏻 

Webinar Outline

Building relationships with others can be a wonderful experience, but it can also come with its challenges. We sometimes forget how tricky it can be to communicate well, especially with different personalities around us. Just like in our family and friend circles, navigating workplace relationships can be tough and we need to talk about.

In this blog, we’ll share strategies for managing those tricky workplace dynamics, starting with a bit of self-reflection and open communication.

Why Workplace Relationships Are Hard

As a consultant, I help organizations assess employee engagement, and I’ve noticed that relationships with colleagues, managers, and even communication styles frequently score low in surveys.

A recent study found that over one-third of employees have experienced significant interpersonal conflict at work within the past year. For managers, this means up to 40% of their time is spent dealing with conflicts—time that could be spent on productivity and collaboration.

We all encounter challenging people at work. Instead of wishing these relationships away, it helps to develop strategies to navigate them effectively. The first step? Start with yourself.

Skill #1: Start with Your Own Self-Awareness and Self-Management

The reality is we can’t control others, only ourselves. Self-awareness is the foundation for effectively managing challenging relationships.

To begin, consider where you fall on the self-awareness spectrum—do you have a clear sense of how others perceive you?

Research shows that we often overestimate our self-awareness. Understanding how others see us and recognizing any blind spots can make a big difference.

Take a moment to reflect on these questions:
👉 What am I feeling when I think about this challenging person?
👉 What values or expectations of mine feel threatened?
👉 How might I have contributed to this issue?

Sometimes, stepping back to reflect on our feelings reveals insights that shift our perspective.

For example, perhaps you’re frustrated with someone’s approach because it conflicts with one of your core values. Recognizing this can help you approach the relationship with more understanding.

Skill #2: Mine for Talent & Tendency in Others

Once you’ve looked inward, the next step is to turn your curiosity toward the other person. Many interpersonal conflicts stem from differences in talents and tendencies. Perhaps you are more structured, while your colleague thrives in flexibility. What may feel chaotic to you could be their strength.

Try to put on your “researcher hat” and observe:
👉What parts of their role do they enjoy?
👉What values drive their behavior?
👉How could their strengths be contributing to your frustration?

By seeing others through the lens of their talents and tendencies, it becomes easier to identify potential strengths rather than just obstacles.

For example, if you’re a planner and they’re adaptable, find ways to balance both approaches.

Skill #3: Communicate Concrete Expectations and Norms for the Relationship

Only 50% of employees say they know what’s expected of them at work, which includes not only tasks but also communication and behavior.

As leaders, we need to communicate expectations to prevent misunderstandings proactively.

For example:
- Define roles and responsibilities clearly.
- Set behavioral and communication norms. For instance, clarify how team members should express disagreement in meetings.
- Develop rules of engagement, such as creating a separate Slack channel for casual chats to avoid overwhelming work-focused channels.

Being explicit about these expectations can go a long way toward reducing frustration.

Skill #4: Don't Avoid Those Tough Performance Management Conversations 

When a tough conversation is necessary, don’t shy away. Avoiding performance conversations often magnifies the issue.

Instead:
👉 State the goal for the conversation upfront to give context.
👉 Monitor your nonverbal behavior—emotional contagion is real, and your demeanor sets the tone.
👉 Speak to the impact, not intent. Rather than assuming someone doesn’t care, explain how their behavior affects the team.
👉 Encourage self-reflection by asking questions that help the person understand their tendencies.

Being accountable, both now and in the future, truly makes the difference. Navigating challenging relationships is a journey that begins with getting to know ourselves better and being curious about those around us. 

Creating productive and fulfilling interactions requires a good dose of empathy, open communication, and a willingness to reflect on our experiences.

So, let’s remember that every little step we take toward understanding ourselves and improving our communication helps build a healthier and happier workplace culture. 

A Final Question For You...

"What’s one small step you can take today to improve a challenging relationship at work?"

Because small improvements add up to big culture change. 🙌🏻

And, here's a free PDF download for you:

Click here to download your copy of an Individual Development Plan to further support your teammates in their roles.

It's one of my favorite tools to use to communicate to employees that you are invested in their future. 💛

Here's the link to the webinar again:

👉🏻 Click here to watch the replay. 👈🏻 

Hey, thanks for being here and for watching/reading. My goal is to consistently create content that's engaging, applicable, and inspires you to continue learning and growing as a leader. If you have ideas for future content or any questions at all, please shoot me an email at: [email protected].