One Bad Apple Can…(you know the rest)

Whew! This hits home for me. We all know the person, to themselves, doesn’t participate in team activities, aloof, bad attitude. Don’t expect a Stellar performance or Devine intervention. A Miracle won’t magically appear, but it’s why you get paid the big bucks! Yes, it is on you, as a manager, to deal with the toxic employee, and navigate the behavior for the betterment of the organization. You must have a team that is dialed into the goal and vision of the office. Here are 5 ways to assist an employee who is not on board with the team’s work ethic.

1. Provide clear expectations: “Do your job”

In a fast-paced communications office, a lot is going on, however, each member of your team has a set of tasks assigned to them. Communicate the team members' roles and responsibilities, as well as the impact their contributions have on the overall success of the team. Your expectations are important, do not soften your approach when it comes to this is the job that is required for them to do.

2. Offer support and resources:

Provide access to training, mentorship, and other resources that can help the team member improve their performance and contribute more effectively to the team. This is important not only to the employee but also to you. Documentation of assistance will go a long way if future disciplinary actions are warranted.

3. Address any underlying issues: “Nip it in the bud”

Take the time to understand the reasons behind the team member's toxic behavior and work with them to address any underlying issues that may be contributing to their negative attitude. Sometimes, (if the person is being honest), talking it out will help, even if it doesn’t it’s good to document any discussions about the matter for future use. Remember, you are there to manage adults, you will not be able to solve every personal issue or any hidden agendas.

4. Set goals and milestones: “ Have a plan”

Work with the team member to set achievable goals and milestones that can help track their progress and celebrate their successes along the way. By restating the reason they are on the team you can clarify their role. This is vital in maintaining a solid work relationship.

5. Provide regular feedback:

Offer constructive feedback on their performance and behavior, and be open to receiving feedback from them as well. Regular communication can help keep the team members engaged and motivated to succeed. Remember you are dealing with experts and sometimes the most important factor is communicating how their work is integral to the team's goals.

The Wrap-Up: Frankly, there may be things out of your control. The toxic teammate may have other motives. They may not like their environment or be set in their ways and dislike the constant change of a thriving office. It may be as simple as they don't like you, or they may be just a miserable person. Either way, their behavior reflects on you and your office.

For more information on managing difficult employees, you can visit the following online resources:

Harvard Business Review: "Dealing with Toxic Employees"

LinkedIn: "Effectively Dealing with Toxic Employees"

Thomas Y. Lynch

Good Teammates

Just in case the above blog may seem like there is no hope for some of your teams - for the majority of my career, I've had excellent teammates. The group pictured here was the epitome of professionalism, and we took the office to another level - and had fun doing it. So what are thier characteristics? Click the button below to find out!