What do you do if a team member is exhibiting a toxic attitude or behavior?

As a Leader we have to make sure that every team member of us should be able to have positive mindset towards the Work, Office and also towards their Peers but still if any of the staff member is showing toxic behavior then we will try to identify the root cause by having open communication with the person to understand the main reason of his/her attitude and will try to set the expectation. However we have to make sure the conversation has to be extremely polite and humble so that we are able to gain the confidence on the person and he/she should start listing and behaving as per the expectations of the organization.

Team members play a vital role in the success of any organization, but one with toxic attitude/behavior can create serious repercussions. In order to address such patterns, below are a few suggestions to follow. 1) Understand the reason for the behavior - Have productive 1-0-1 and ensure to listen actively to seek underlined reasons. 2) Support and Set Expectations - Offer support resources like mentoring and enrolling in employee EAP's or LinkedIn trainings. Be specific about what needs to be changed. 3) Keep monitoring - Watchout the behavior to minimize the exposure to other team members, restrict the activities which are less impactful. 4) Open communication - Discuss the impact of toxic Behavior/Attitude during team meetings.

Sit with the team member listen to his/her story (there is always a background) discuss with his Leader/Project Manager take other colleagues feedback decide firmly

In my experience toxicity in behaviour is not an overnight phenomenon it’s more often than not a mechanism for that person to highlight a deeper root cause or problem . Open conversation with that person is essential to get to the root cause of the problem . The tone of the conversation should be sincere empathetic and the conversation should be held in an environment which should exude a safe space .

With out TEAM we cannot achieve the set goal or target. In case of any team member is having toxic attitude- Discussion- Need to discuss one on one with respective person and understand the issues. Set the Target- need to set their target ?? along with the time line. Set review mechanism- after set the organization need or asked need to set the review mechanism of the respective person. This all should be well documented.

Making them aware by asking them how they are feeling is the simplest way they can become aware & slowly change. Most times such people are struggling and resisting negativity. They only need kindness & empathy to realise what is happening.

Fostering an environment of open dialogue is paramount when addressing toxic behavior within a team. By initiating a private conversation with the individual in question, one can present observed behaviors in a non-confrontational manner, highlighting their impact on team dynamics and success. It's crucial to maintain a two-way dialogue, allowing the team member to express their perspective and any underlying issues contributing to their behavior. Through active listening and collaboration, both parties can work towards identifying solutions and fostering mutual understanding. This approach not only resolves immediate concerns but also strengthens team cohesion and promotes a culture of respect and accountability.

Having dialogue & dialogue is the key. Find out ways to motivate him & work with his strength rather than counting his weakness. Make him feel like an important team member. This will certainly help in bringing him in main frame & let him perform his best.

Having an open and confidential discussion with the concerned individual is of vital importance. Empathy and two-way communication help to understand and solve the situation better. A candid and honest discussion not only makes the person understand their mistakes but builds the confidence among people to act upon it and get things back to normal.

Definitely having a healthy conversation 1 on 1 helps in understanding the reason for the behaviour which could be result of something in personal life or challenges to execute the work or mental issues like stress or even lack of professional growth Once this is set straight with an honest conversation it can be taken to the next subsequent steps to improve

Here are steps you can take: ??Address the Behavior Directly ??Provide Constructive Feedback ??Involve HR if Necessary ??Follow Up Regularly

I think this is the most important phase, when expectations are realistic, aligned and clear everything becomes easier. Clear expectations make it easy to track, assess progress, and benchmark performance. Extending support becomes within context and progress will have a clear path, even in unfortunate scenarios where performance is an issue the discussion becomes specific and fruitful. While on the contrary, if expectations are not clear time and efforts are wasted, efficiency drops as discussion are bound to bounce in endless directions.

I have to make sure that the team member understands what is expected of them moving forward and the consequences of not meeting these expectations. This could range from more formal performance management to, ultimately, dismissal if the behaviour does not change.

Setting clear expectations with the team member is important as this would be better for his growth in the organisation and assist him to be part of the companies growth

Nip it in the bud, immediately. I had the misfortune to have hired a toxic colleague and despite early red flags, by the time I tried to address the issue, he had wreaked havoc internally with peers and externally with customers and partners. Trust your instinct and reasoning.

I personally believe that people always try to be the best of them at the office as they know that this is what will take them miles. If someone’s behaviour is toxic then we should understand and help them instead of criticising or talking about it because sometimes reasons can be personal or something which people are not confortable to talk about. So helping them may lead to ease them or even open a link which comforts them to talk about their issues freely.

Providing support is like being a helping hand when someone needs it most. I see it as my duty to be there for my team members, offering assistance and guidance whenever they need it. Whether it's helping them tackle a challenging task, providing resources to enhance their skills, or simply lending a listening ear, I believe in being supportive in every way possible. By offering support, I help my team members grow and thrive, ultimately contributing to our collective success. After all, when we support each other, we can overcome any obstacle that comes our way and achieve great things together.

Engage?with?the?individual?in?concern?to?ascertain?the?motivation?behind?his?behavior.?After?determining?the?problem,?assist?in?finding?a?solution?and?restoring?his?physically?and?emotional?well-being.?Give?him?a?break?if?necessary? for?his?professional?way.?To?escape? bad?circumstances,?one?needs?positive?assistance.?So?in?my?opinion,?thinking?positively?and?providing?positive?support?will?always?lead?to?the?best?outcomes?or?the?ability?to?learn?from?mistakes. Thank you ??

Whether they’re struggling at home due to personal issues, or are struggling at work due to the workload or other difficult staff, or feel under appreciated due to their pay or career progression being unsatisfactory to them, you can definitely offer support. If they are genuinely underpaid or past due for a promotion, you should explain that you will try your best to achieve that, however you will not accept being held hostage to their behaviour till it happens. If they are only perceiving their pay/title as low when they are fairly paid/placed, explain to them that, and explain what SMART objectives they need to fulfil to get what they aspire for. For personal issues, tread carefully, but offer assistance or time off as a minimum.

Any type of additional resources required to close the challenge can be offered to the other person. Sometimes there challenges can be served by our strengths. These are always making their life miserable and gets them to thinking mode, over analysing, criticising others. If given help in anyways can reduce their stress and make them feel better which leads to harmony and joyable work environment.

An example I 've seen is that Diagnosis of any such issue is very critical...Post Diagnosis,chance to be given and if toxic behaviour continues and his behaviour is spoiling the CULTURE of the department /organisation then exit management is the only option..It's said "One Rotten Apple spoils all other Apple in the Box"..This is in any organisation too and leaders to monitor the behaviour and if No Change then action to be taken immediately..

After addressing the issue and offering support, it's vital to monitor the team member's progress. Regular check-ins allow for feedback and encouragement, ensuring they're making efforts to improve. For example, if a developer struggled with time management, providing training and ongoing support can be followed by regular progress check-ins. This proactive approach demonstrates commitment to their development and ensures the team's success.

Set SMART objectives for their “behavioural modification”. Make sure you monitor closely but not too closely so they don’t feel smothered. Seek feedback from other team members and other staff from other teams, but make sure their feedback is objective/unbiased and is not influenced by the halo effect or past behaviour. Make sure that they persist in those changes. Provide positive feedback to let them know their changes haven’t gone unnoticed, and provide constructive criticism if necessary. Remember when assessing progress that things are never black or white and explain that to them. E.g.: they may have stopped gossiping but they still use oppositional language in emails. Explain both the good and the bad, till the goal is achieved.

- give small and achievable task - monitor progress - provide constructive feedback - appreciate on small goals achieved - encourage the person to achieve bigger task now

Monitoring progress is like keeping an eye on how things are going to make sure we're on the right track. I believe it's essential to regularly check in with my team to see how we're progressing towards our goals. By monitoring progress, I can identify any challenges or roadblocks early on and take action to address them. This helps us stay focused and motivated, ensuring that we're making steady progress towards our objectives. Plus, it gives me the opportunity to provide feedback and support to my team members, helping them stay on course and achieve their best. Ultimately, by keeping a close eye on our progress, we can work together more effectively and achieve success together.

If you don’t see behavior change, as the manager you need to take the next step to part ways with the employee. Even if the employee brings a lot of value to the company, their toxic behavior will have a long term negative impact on the broader team, potentially causing high levels of dysfunction. By keeping the toxic employee, you may cause other valuable team members to leave. It’s critical to consider the larger impact of this employee’s behavior.

If the toxic behavior persists despite your efforts to address it, involve Human Resources (HR) or higher management for further intervention. They can provide additional support and guidance in handling the situation.

If the toxic behavior continues even after talking to the person, I might need to change your approach. This could mean creating a formal plan to help them improve or even considering if they should stay on the team. It's important to think about what's best for the whole team, even if it means making tough decisions to keep the team healthy and productive.

If all efforts led to dead end, then operational surgery is needed under the supervision of HR Team to transfer this staff to another business unit(if it might help). Otherwise go further aggressively with staff termination. All in all, the spoiled apple must be removed from the box.

An important point is to try to manoeuvre the path as per the team suggests which would ultimately leads to your set objective. Sometimes it’s better to opt for a longer and steady route to keep the team members confidence intact instead of forcing them to follow a straight line. This gives them experience and a feeler that they are being heard and acknowledged.

Observo comportamentos para intervir em atitudes negativas sem julgamentos antecipado. Priorizo a transparência e valorizo um diálogo aberto, respeitando a individualidade de cada um. Metas claras s?o estabelecidas com foco na sinergia do time. Ofere?o suporte constante, atendendo às necessidades individuais para fortalecer a equipe. Acompanhamento constante das metas é fundamental, ajusto a estratégias conforme o desenvolvimento coletivo. A saúde mental é essencial, lembrando que nosso trabalho é uma maratona, corridas s?o importantes porém n?o o principal objetivo, onde a paix?o e o comprometimento de dor de dono é o alvo principal. Cada individual carrega em seu DNA, características, comportamentos, é saber aproveitar esta diversidade.

In my view this is the worst trait any team member can have . I am all in for non performance which can happen but toxic behaviour is complete No-No for me To over come this only solution is to take it head onn and open a dialogue .Recourse will be either kill the reason if it is possible or eliminate the member with that behaviour You can not and should not tolerate toxicity by anyvof your member ,because it not only kills the environment but it spreads negativity also and keeping it unresolved can spread that behaviour like wild Fite So simple solution kill it as soon as you notices no beating the bush .

While leading a project, I faced a challenge with a colleague I'll call Emily, a dominant team member. Her controlling demeanor stifled collaboration, hindering innovation. She habitually criticized ideas, stalling progress with "It didn't work before" remarks. I pulled her aside, and highlighted how her actions hampered teamwork. Initially she was defensive, but she eventually recognized the need for open communication. Over time, she embraced collaboration, fostering a more positive and productive environment.

As a Leader, I initiate an open discussion with toxic person . Express the concerns directly and insist to work for team goals and necessity of collaboration. Establish a constructive communication and feedback rather than subjective approach .

In addition to the aforementioned ways to manage handle such situation, whats more important is to handle this with a combination of empathy, firmness, and consistency. It's essential to address the situation respectfully and professionally while prioritizing the well-being and productivity of the team as a whole.