Attitude issues, while often toxic, are often avoided rather than addressed. Addressing an ‘attitude’ needs to be a smooth and predictable process and here’s how to make it easier.

It’s a perception/behavior problem – Not an attitude one. It is hard to receive criticism on “your attitude” and it is far more likely to incite anger and denial than reflection. However, if the issue is posed as a problem of “perception” by yourself and others and specific behaviors are mentioned, the involved party is more likely to reflect on their behavior and change. You cannot “see” attitude, but you can recognize behaviors.

Focus on your feelings. When you approach someone with an ‘attitude’ issue, say how it makes you feel. If you do this, it is easier for the person to internalize remorse over anger. This can be the first step in helping them reflect on their actions and change.

In final efforts, be clear, not emotional. As a manager in situations that could result in disciplinary action or termination, it is key that in any interaction, especially in written documentation and communication, that you focus on objective behaviors. Make a point to reference exact actions and words used by the person in question, and focus, again, on impact and breach of expectations. If the focus is in the right place, and the right approach is taken, your tricky “attitude problems” can be dealt with in a consistent and effective manner. It’s all about the approach!