How can you effectively manage difficult team members in an IS team?

Source of behaviour with in the team can be segregated in following aspects to understand more 1. Personal reason 2. Knowledge of the tasks and interest to do so. 3. Motivation and aspiration discrepancy 4. Identify if there is any event that has happened and causing impact in day to day life to perform the activities

Outro passo importante para a segurança da informação/dados evitando a vulnerabilidade é realizar procedimentos operacionais e responsabilidades,ou seja, trabalhar com a Segurança Operacional.

Before you assess the team difficulties, look inward first. What behaviors are you demonstrating that can lead to leading a difficult team. Often times we forget first to evaluate our behaviors matched to our expectations. If there are big gaps, don’t expect the team to change before you do as the leader.

In my experience you must to identify the reason for this hard comunication, perhaps a personal reazon or something related with the team or the leadership. Everyone has difficult moments and this is the leader's challenge, know why, give feedback and make everyone a better person.

In my experience, understanding where the problem is coming from helps to understand the environment and those involved in the situation, thereby setting targets for continuous improvement and constant monitoring through team meetings.

Your comunication must be clear with everyone and you must know how to communicate, because in your team there will be different types of people. But how do you reach all kinds of people? 1) by expressing their concerns through meetings where everyone can speak; 2) giving activities according to their level of knowledge; 3) Including everyone, because there is always a reason why a person is more difficult to reach, and it is up to the leader to get to know them and make them happy in the workplace.

Effectively manage challenging team members by prioritizing clear and respectful communication. Steer away from blame, criticism, or neglect, as these can harm team morale. Share concerns, expectations, and suggestions constructively and empathetically. Actively listen to their feedback, opinions, and needs, seeking common ground and solutions. Utilize diverse communication channels—emails, meetings, or chats—while ensuring follow-up and documentation of key points and actions. This approach fosters a positive team environment and encourages collaborative problem-solving.

Indeed supporting the team and understanding the mindset from all parties is important. Based on this, the most appropriate guidance can be provided from the team so as to work towards the business goal.

Supporting your team is essential if activities are to run good. Don't leave everything to them, ask how things are going, hold frequent one-to-one meetings and provide adequate working tools.

As a manager of an IS team, even with the proper tools it's complicated to measure how your team responds and how much work they do. Logs do not always do you justice, nor do KPIs and SLAs What you must accept is that they came into this by their own free will and have their own goals that may differ that what the company or the management wants. Compromises do not always work, but proper understanding and explanations of situations work better. We are a team and currently we are all in this together. It's up to us to make it work. Sadly the only time Security are appreciated is when they are gone, simply because that is our role of protectors and watchers. Another thing - always keep your word when you make a promise.

Trust comes from a feeling that all team members have a stake in outcomes, wins or losses. Leaders who tend to be overseers waiting to punish, or deal harsh criticism may earn themselves a fearsome reputation, however this creates an environment of mistrust, and a feeling of apathy toward team goals. Breaking goals down into components, and explaining each members role illustrates exactly what the leader is trusting their team members with. Trust starts at the top. Avoid a “prove your loyalty to me” approach as a leader, initiate the trust game to inspire your team to achieve their parts of the goal.