Toxic employees will create a menace in the workplace. To eliminate the Toxic employees at the grassroots is a must for any employer who is seeking a positive growth in the company.

“Encourage a positive work environment where people share helpful stories about work and motivate each other to reach a common goal”  Shawn Lim

Have you discover that one person on your team — the bad apple who has nothing positive to say, who riles up other team members and makes work life miserable. These toxic employees have a greater impact on your business.

• They increase the stress level of those around them and decrease overall job satisfaction.
• For the organization as a whole, a toxic employee decreases morale, productivity, and the quality of the work product.
• For women, toxic employees have an even greater detrimental effect. 10% more women reported toxic employees to increase their likelihood to leave a job than their male counterparts.

If you can’t terminate him, how do you respond to his behaviour? What feedback will you give him? How do you alleviate the damage he inflicts?

Understanding how to manage toxic employees will help you make the experience as painless as possible for yourself and your team. The first thing is to address the employee immediately before the negativity spreads.

“Leadership is not about being in charge. Leadership is about taking care of those in your charge.”Simon Sinek

How to manage negative employees?

1. Do your homework

The moment you sense negativity in the air, take the time to learn about the professional and personal situation of the employee.

• Are there any outside influences causing him to act more negative than usual?
• Or has this negative behaviour been present since the beginning?

Part of your role as an employer is to avoid writing a personal narrative about an employee based on assumptions. Conduct your due diligence to address the situation adequately.

2. Conduct Damage Control and Document

A negative employee can do exponentially more harm to the morale of a team with each day that passes. Address the situation immediately with the employee. In preparation, make a note on how the employee’s behaviour is affecting the team dynamic. Document examples and apply them to illustrate the issue in regular management meetings with the employee.

3. Be positive

Don’t let a toxic employee drag you down. It’s essential to set a positive tone going into your discussion. If you use a negative approach to them, they are more likely to get defensive and argumentative. So, give them examples of positive things they can do to improve themselves. Don’t just tell them about their wrong actions. Provide them with the tools and resources necessary for improvement.

Lead by example and avoid office gossip about that employee. Everyone needs to vent, but you are there to set the tone for a positive environment while actively resolving the situation. Every situation is different. Put yourself in their shoes. How would you like the news presented to you?

Pitch your anticipated conversation as a “quick chat.” Avoid language that may suggest punishment, such as a “disciplinary meeting.”

“One of the keys to avoiding gossip is to learn how to change the subject of your conversation.”Shawn Lim

4. Reinforce the desired behaviour

Have you ever heard that management is just like parenting? Much like redirecting the negative responses of a toddler by praising their good choices, managers should give positive feedback whenever they notice their negative employee displaying the desired workplace behaviour. You are part manager, part therapist, part parent.

5. Know when enough is enough

Have you successfully done all of the above, and still, negativity persists? Then, it’s time to put the person on a PIP or performance improvement plan and consider terminating him. Use the documentation you assembled during your exploratory phase to build a case for his termination. And please, we implore you, if all these are happening in the first ninety days, part ways! Hire slow, fire fast.

Being prepared to handle negative employees will help you act swiftly and efficiently when the situation occurs. If you have enough confidence and tools to take action, it will earn you more credibility as a leader. It results in a more positive workplace environment.

“If you’re brave enough to say goodbye, life will reward you with a new hello.”Paulo Coehlo

Please follow and like us: