Managing Toxic & Other Employees Who Have Attitude Issues

Webinar
Human Resources & Recruitment Management Consulting

Date: 24 Jun '21
Time: 3:00pm to 4:00pm (GMT-05:00) Eastern Time (US and Canada)
Price: Under 250 USD$

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OVERVIEW

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.

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
     
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

AREA COVERED

I. 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
II. The A, B, C’s Related to Toxic Employees

  • Employee attitudes
  • Employee behaviors
  • Consequences that managers can exert
III. 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
IV. 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
V. 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 in 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 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 of 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
  • Expertise & experience of the toxic employee are lost
WHO WILL BENEFIT?

Anyone with managerial or leadership responsibility

SPEAKER PROFILE

Pete Tosh


Pete Tosh is Founder of The Focus Group, a management consulting and training firm that assists organizations in sustaining profitable growth through four core disciplines:

  • Implementing Strategic HR Initiatives: Executive Search, Conducting HR Department Audits, Enhancing Recruiting, Interviewing & Selection Processes, Installing Performance Management Programs, Conducting Training Needs Assessments, Installing HR Metrics, etc


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Tel: +1-(510)-868-1040
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