How to Manage Difficult Employees Effectively Using the SANE Model

Undoubtedly, managing employees is an art — yet unfortunately, not all managers master it. Many fail to lead teams properly, which can negatively impact work quality, workflow, and even the organization's reputation if mistakes keep happening. Among the toughest employees to manage are those with difficult and complex personalities.

Below, we explore one methodology and model that helps managers handle difficult employees, contributing to team balance and proper leadership that supports company goals. According to certified business planning and analysis consultant Khaled Al-Balawi:

"Not every difficult employee is a bad person, but they definitely need smart management. In dynamic work environments, handling employees with challenging behaviors is a real test, requiring effective strategies to maintain team balance and achieve objectives."

The SANE Model Steps

Support

Start by supporting the employee through active listening to their concerns and challenges. Show empathy and be available to assist, which builds trust and reduces tension.

Assert

Clearly and firmly identify unacceptable behaviors. Use direct but respectful language to clarify expectations and standards, focusing on the behavior — not the person.

Neutralize

Work to reduce the negative impact of difficult behaviors by setting clear boundaries and fairly enforcing company policies. Use strategies like task redistribution or modifying the work environment to minimize harmful effects.

Engage

Encourage positive participation by providing development and training opportunities, setting measurable goals, and giving constructive feedback to promote positive performance.

Benefits of the SANE Model

According to Khaled Al-Balawi, the SANE model offers many benefits, including:

Clear structure with defined steps for addressing difficult behaviors.
Encourages open and constructive communication.
Helps convert negative behaviors into positive ones.
Reduces conflict and improves the work environment.

Limitations of the SANE Model

Al-Balawi also highlights some drawbacks:

Heavy reliance on individual interaction might overlook broader organizational issues or ineffective policies contributing to negative behavior.
Limited effectiveness for chronic or repeated problematic behaviors, which may require multi-dimensional strategies beyond individual management.
Focusing on support and engagement can delay decisive actions like official warnings or termination, potentially worsening issues and impacting team morale.
May not suit all organizational cultures, especially those requiring more rigid or hierarchical approaches.

Recommendations to Enhance Model Effectiveness

Integrate the SANE model with clear organizational policies and procedures.
Train leaders to apply the model effectively, considering cultural and organizational contexts.
Conduct periodic assessments of the model’s effectiveness and adjust based on feedback and results.

Practical Example: Managing a Complaining Employee

For an employee who frequently complains and negatively affects team morale, the SANE model could be applied as follows:

Support: Listen carefully to their concerns and identify the root causes of their complaints.
Assert: Clearly explain that constant complaining is unacceptable and harms the team.
Neutralize: Set specific times for discussing issues to reduce random complaining.
Engage: Involve the employee in initiatives to improve the work environment, giving them a sense of responsibility.