One Universal Truth of Toxic Behavior -- It Spreads!

A few weeks ago, I was working with a group of senior managers at a major corporation on their Diversity & Inclusion efforts when one of them mentioned a supervisor working for him who was, let's just say...problematic. As we dove deeper into the issue, the senior leader shared that he didn't think the behavior was a matter of bias because the guy was awful to everyone, it was just that now it was brought to his attention by someone from a non-majority group, so he has to address is as a potential discrimination issue.

SCREEEEECH! (Imagine the sound of a speeding car skidding to a sudden halt...)

Me: "What do you mean the guy is awful to everyone? Why is he in charge of other people?"

This senior manager knew he had a supervisor who treated people badly and seemed okay with that until it might have cost the company a legal liability.

I wish I could say that was unusual, but it is the absolute norm. When I'm brought in to do talks or workshops on Happiness as a Strategic Business Advantage, we have a whole session on Toxic Employees.

At the start, by show of hands, I ask if anyone has ever worked in a place where there was a toxic person. Every hand goes up. 

Then, I ask if anyone has ever worked in a place where management knew the person was toxic and did nothing about it. 

Almost every hand stays up.

This floors me.

Gallup's State of the American Workplace identifies more than a dozen unique metrics across which having an unhappy workforce costs anywhere from 17 - 70% more than having a happy workforce. SEVENTY PERCENT!

Want to know a major factor in workplace unhappiness? TOXIC PEOPLE!

You probably have your own definition of behavior that's toxic. You may even be having cortisol-inducing flashbacks to a former (or current) workplace. Toxic people include bullies, gossips, complainers, credit-grabbers, screamers, blamers, slackers, anyone whose bias affects their treatment of others, and sometimes people who are just mediocre, creating more work for everyone else. You may also have other behaviors that you regard as toxic. No matter the behavior, here's the one universal truth of toxic -- it spreads. It infects everyone it comes into contact with! Even those seemingly far from it.

So put a stop to it now!

That doesn't mean you have to fire someone. But it does mean you can no longer ignore their behavior and the effect it's having on your workforce. Because you know who you lose first when a workplace is miserable? The people with the most options. The people who are getting calls from headhunters every week. Your top talent. 

How do you confront toxic? 

First -- behind a closed door, with just the two of you, or maybe with an HR officer present, in case a witness is needed. Do not do this in front of co-workers, colleagues or the person's direct reports.

Second -- take your own emotions out of the equation, whether that's your frustration with the person or your fondness for them. Your business is being hurt by this behavior. 

Now, open the conversation with: "I'm wondering if you're aware..."

• "I'm wondering if you're aware of how de-motivating it is to everyone who answers to you when you scream at them?"
• "I'm wondering if you're aware of the negative effect it has on our team when you take credit for everyone's work?"
• "I'm wondering if you're aware how many of our clients and your co-workers have heard you complain about this company?"

Remember, this is a conversation, but not a negotiation. At the end of this encounter, something will change. Either their behavior, or their employment status. 

You wouldn't allow this to happen in your workplace, right?

So why would you allow the behavioral equivalent? 

The longer you don't address it, the more it costs you.

My work centers around the two biggest issues when it comes to invisible labor costs -- making sure your workforce is diverse, equitable and inclusive, and addressing workplace unhappiness. Leaders are just starting to wake up and realize they need to focus on the first one. The latter -- happiness -- is far, far from getting the attention it would receive if the misery of the workforce were a line item in the quarterly P&L Statement. It should be.

But an easy first fix is addressing and curtailing toxic behavior. 

Be part of a new leadership culture working towards not only more inclusive workplaces, but happier ones, where the best people from all backgrounds, cultures and areas of life rise to the top and stay, creating a better experience for everyone, with outcomes beyond your wildest expectations.

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Valerie Alexander is a renowned expert on Happiness & Inclusion and a globally recognized speaker on the topics of Happiness in the Workplace, Outsmarting Unconscious Bias, and the Advancement of Women. To download a copy of "Five Ways to Outsmart Unconscious Bias in Your Company" or to join her Happiness & Inclusion mailing list, please go to SpeakHappiness.com/Inclusion