How to Handle Disruptive Behaviours in the Workplace When Senior Leadership Falls Short

Okay, so after the last article on identifying naughty people within your teams, some of you wonderful people messaged me asking me for a follow-up article on how to handle disruptive behaviours if the team above you deliberately refuses to accept the ugly truth about something unpleasant. If you are new to team management, the following might be of interest.

Addressing disruptive behaviours in the workplace can be particularly challenging when senior leadership fails to support the process effectively. Whether dealing with mental health issues, self-harming behaviours, entitlement, or other disruptive behaviours, a comprehensive and assertive approach is the way to win the day. Here’s how to navigate these complex situations when you feel unsupported by upper management:

1. Document Behaviour Thoroughly ??

Start by meticulously documenting all relevant incidents, including dates, times, specific behaviours, and their impact on the team. This documentation becomes even more critical when leadership support is lacking, as it provides a clear and undeniable record that can be used to advocate for necessary changes.

2. Engage in Direct Communication ??

Hold private, constructive conversations with the disruptive staff member, focusing on specific behaviours and their consequences. If senior leadership is unsupportive, it is especially important that these discussions are well-documented and that you follow up in writing, outlining what was discussed and any agreed-upon actions.

3. Set and Communicate Clear Expectations ??

Without strong leadership backing, clearly defined expectations are your best tool. Ensure that all team members, including the disruptive individual, understand the behavioural standards expected in the workplace. This clarity will help in holding staff accountable, regardless of senior management's stance.

4. Provide Targeted Support and Resources ???

Offer appropriate support depending on the issues at hand. For mental health and self-harm, provide access to counselling services or mental health professionals. For entitlement issues, offer coaching to develop better teamwork and communication skills. Tailoring the support to the needs of the individual is key to effective improvement.

5. Develop and Implement Improvement Plans ??

Create detailed Performance Improvement Plans (PIPs) that are sensitive to each situation. If senior leaders are unsupportive, ensure these plans are robust, clearly linked to performance metrics and organisational goals, and documented meticulously to withstand scrutiny.

6. Monitor and Document Progress ??

Regularly assess the individual’s progress against the improvement plan. Documenting this progress is essential for building a case for further action if necessary, especially when you need to demonstrate ongoing issues to sceptical senior leaders.

7. Take Initiative on Consequences ??

If improvement is lacking and disruptive behaviours persist, prepare to enforce consequences independently. This might include reassignments, seeking mediation, or formal disciplinary actions if aligned with HR policies. Your proactive stance can sometimes compel leadership to engage more seriously with the issues.

8. Promote a Supportive Culture ??

Cultivate an environment that values openness, respect, and mutual support. Encourage all team members to engage in fostering this environment, emphasising the importance of every member’s contribution to a healthy workplace.

9. Work Closely with HR ??

Collaborate with your Human Resources team to ensure all actions are in line with company policies and legal standards. HR can also offer additional resources and ensure consistent handling of similar cases across the organisation. Remember, lean on a professional for support; that's what they are there for.

10. Escalate When Necessary ??

If the situation does not improve and is severely impacting team morale and productivity, consider escalating the matter. This can involve presenting documented issues and their impacts to higher levels of management or seeking external advice if the organisational culture permits.

By taking a structured and proactive approach, you can manage disruptive behaviours effectively, even in the absence of robust support from senior leadership. This not only helps in handling the immediate issues but also positions you as a leader who upholds standards and positively influences workplace culture.

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