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Managing Toxic & Other Employees Who have Attitude Issues
Human & Financial Costs Resulting from Toxic Employees
Toxic Employees Create:
- Chaos & unnecessary complexity
- Overt damage
- Covert damage
- Strife, stress & emotional damage
- Productivity, quality & financial losses
The A, B, and C's Related to Toxic Employees
- Employee attitudes
- Employee behaviors
- Consequences that managers can exert
The Psyche of a Toxic Employee
- Frequently seen toxic behaviors
- Utilize 'star status' & technical expertise to intimidate & manipulate
- A chameleon who knows who to flatter & who he/she can abuse Turn their toxicity on & off depending on the impression they want to make
- Three common forms of toxic behavior
Common Reactions to Toxic Employees That Frequently Don't Work
- Restructuring his/her job to accommodate the toxic employee
- Tolerating toxic employees who bring rare expertise or experience
- Not assertively seeking feedback from employees as to whether there is toxic behavior in the workplace
- Not communicating to all employees the specific behaviors that will not be tolerated - with associated consequences
Effective Approaches for Addressing & Preventing Toxicity
Organization-wide strategies:
- Making positive interpersonal behavior an organizational value
- Evaluating interpersonal behavior as a part of the performance appraisal system
- Training leaders on how to address toxic behavior
- Using behavioral-based interview questions to screen toxic applicants
- Exit interviewing to identify any toxic behavior in the workplace
Departmental & team strategies:
- Defining appropriate interpersonal interactions with behavior-specific descriptions & standards
- Using team discussions & role-plays to clarify the application of the behavioral descriptions & standards
- Utilizing a 360-degree feedback process to assess the work environment
One-on-one strategies:
- Stating explicitly that the behavior is not acceptable & why
- Describing both the unacceptable & acceptable behavior
- Asking the employee to commit to & describe how he/she will change his/her behavior
- Frequent, targeted counseling feedback
- Executive coaches
- Progressive discipline
- Termination
But even terminations are not a cure-all because the:
- Toxic-enabling people & organizational culture tendencies may remain
- Employees may still be resentful of the way they were treated by the employee & the time it took the organization to react
- The expertise & experience of the toxic employee are lost
Overview of the webinar
Clever toxic employees:
- Utilize their technical expertise to intimidate & manipulate
- Know who to flatter & who they can abuse
- Turn their toxicity on & off depending on the impression they want to make
Unfortunately, organizations can work against themselves & even promote toxicity by:
- Restructuring his/her job to accommodate a toxic employee
- Tolerating toxic employees who have valued expertise
- Not assertively seeking employee feedback as to whether there is toxic behavior in the
workplace - Not communicating to all employees the specific interpersonal behaviors that will not be
tolerated - with the associated consequences
Managers sometimes attempt to fix this type of problem by addressing a toxic employee's attitude.
And while a toxic employee's attitude certainly affects his/her behavior, managers usually find that
controlling an employee's attitude is next to impossible.
Managers can be much more effective by:
- Discussing the specific behaviors that are negatively impacting other employees and/or the
organization - Using positive & negative consequences to influence that behavior
Who should attend?
- Anyone with Managerial or Leadership Responsibility
Why should you attend?
Most organizations have employees who on occasion:
- Complain & gossip excessively
- Use inappropriate language
- Are mildly insubordinate
But Toxic Employees have interpersonal styles that demonstrate a pattern of counter-productive work behaviors. While
Emotionally Intelligent employees being aware of their feelings & those of others exhibit a pattern of appropriate self-management.
The toxic employee problem is surprisingly prevalent with research showing:
- 95% of employees have & 64% are currently working with a toxic employee
- 50% of employees have thought of quitting & 12% did because of a toxic employee
- 25% of employees have reduced their work effort due to a toxic employee
- 20% of employees feel they are a target weekly & 10% of employees see toxic behavior daily
Toxic employees cause significant overt, covert, people-related & financial damage with their visible behavior just being the tip of the iceberg. For example, in one organization the day a former employee left the organization is considered one of their annual holidays.
Faculty - Mr.Pete Tosh
Pete Tosh is the Founder of The Focus Group, a management consulting and training firm that assists organizations in sustaining profitable growth through four core disciplines:
- Maximizing Leadership Effectiveness
- Implementing Strategic HR Initiatives
- Strategic Planning
- Enhancing Customer Loyalty
The Focus Group has provided these consulting & training services to manufacturing & service organizations across the U.S., Canada, Europe & the Middle East. Prior to founding The Focus Group 25 years ago, Pete had 15 years of corporate leadership experience including serving as the V.P. of Human Resources & Quality
Pete frequently facilitates a variety of leadership development programs. Employees from over 3,500 organizations have benefited from Pete’s experience and perspective. Pete is also co-author of Leading Your Organization to the Next Level: The Core Disciplines of Sustained Profitable Growth.
Credits
ComplianceIQ is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for [1] PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit www.shrmcertification.org.
HR (General) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®). Please make note of the activity ID number on your recertification application form. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org