What To Do About A Toxic Employee | How Good Team Management Makes All The Difference
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- Опубліковано 17 жов 2024
- Do you know who the most dangerous employee is? It's the person with great skills, and a bad attitude.
Why are they dangerous?
Because while they may do good work, they can rub other staff and clients the wrong way, aren't a good team player and generally require more care and feeding than anyone else on the team - which takes up your valuable time.
But the worst thing is that over time (which is going by so fast) they can convert some of your greatest team members into some of your worst.
I hope this week's video on the impact of toxic employees spurs you make a decision and take action if you have folks like this on your team.
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What do you think about when dealing with challenging team members? Share your thoughts below!
How likely will the Bs turn into As over time with the right exposure?
Hey there, I think of B-Players as A-Players in training. They have a good attitude and they want to get better at their role. So, if they are in the right environment - free from C-Players - and have A-Players to emulate, they eventually turn into A-Players. Thanks for your question, and thanks for watching!
As Business Managers its important to not let anyone get an idea of entitlement or indispensibility. B players are better team players than C players. The time a Manager needs to spend in handling conflicts that arise as a result of having a C or D player in the team is not worth the effort.
Great point Mani - 'C' players can often be a distraction to leadership!
As a fellow colleague what can I do if someone is toxic?
@@srutisukumar8609 in my experience, the only way to make a toxic coworker come around is to prove your own mettle at the work place. Once they start respecting your ability, the toxicity dessipates.
Unless you have certain dependencies on the toxic colleague at work, it's not worth making the effort to make them change.
Another way is to get your Manager involved and have them mediate a conflict resolution, but here it's important for you to know the kind of rapport your Manager shares with this colleague, it might backfire.
Of course. Personality/attitude are acquired at home. Skills can be trained for the right recipients.
Great point Jorgito! We can train skill, but training character is very difficult!
The kindness with which he says "Release them to pursue success elsewhere" just gets under my skin. Call it a firing!
Wow
I needed this sort of clarification
Great explanation and presentation
Thanks! I appreciate your comment. The tough part is letting those 'C' players go. But it makes a big difference to the rest of the team - and the business to when they are replaced with an 'A' player.
Do you think that those C's player were initially at A's when they joined a company and because of the environment and politics they started becoming C's?
Hi Piyush, thanks for your question. It's entirely possible that C players started off as A's, and other C players in the organization had a negative impact on them, leading to them becoming C's. That's one of the dangers of keeping C players around too long - they can have a really negative influence on others. Thanks for watching!
I agree.😊
Excellent as always, Dan!
Thanks Wilma!
My boss is very good at this. He's very good at detecting toxic employees. For a few years I thought I am the toxic player in my job. It turns out that I was actually being affected by the toxicity of another co-employee who acts smart but produce very substandard results. a D class. When my boss laid them off, I am left with the rest of the C players. They do have the skills but lack attitude and I am worried what would happen to the business if I left it because I have all the operational expertise or otherwise, the business operation would collapse. So I guess, my Boss still favors me so that I wont be affected too much by toxic employees or would run the risk of losing the business. There then I realize my real political power over the department. lol
It's always a challenge when a team is staffed with many C type players as it can definitely impact performance, morale, and team retention. Perhaps having a chat with your boss about how the team dynamic is impacting you would be helpful. Thanks for watching!
The A types are mostly have something personal in them like 'sound personal morals, pleasant attitude, passion, love of job, love and sacrifice for the family' that motivates them to do their job better. The 'Almost Perfect A Type players' are legendary rare monsters to find unfortunately. lol
Love this thank you!
Thanks!
I love this. I wish I could send it to my boss.
Hope ,that's not you ..😁😁
I actually did send this to my boss.
We have to keep them challenged mentally, and we have to show them that this job they're doing today is going to take them to their personal career goal. We want people who are cognitive and aware of their surroundings and are thinking. So, If you are dealing with all the minutia of every step that they need to follow, then you’re enabling them to stay stupid.
I found in my experience that a mediocre employee can be improved by putting good rules and policies and fences around them. There’s a process to evaluate that. If you challenge most people in the right way, they want to prove that they can meet that challenge. One of the policies we have in the company here is that when you run out of things to do, you need to check your task list.
You still have to be willing to let people go when they become a problem for the company or they no longer fit though- you will find more people who have a fresh passion and this can breathe new life into your business with new ideas and new energy. Think of it as a boat anchor that’s holding you down. Once that’s gone, your mind will just free up, your time free up, your bank account will grow. It’s just things become so much easier.
Thanks for watching, and sharing your perspective!
Other scenarios is that you have a union and union contract language that intentionally protects the D-C players who deliberately have a piss poor attitude and are marginal performers in their skillset but who know they are a protected class, which is a combination of DEI + union contract language.
It’s these folks that I’m trying to get clarity on dealing with.
"First-rate people hire first-rate people; second-rate people hire third-rate people" (Leo Rosten)
Thanks for watching Martin, and for sharing that quote. It's so true!
That's a good point Martin. Sometimes they feel threatened by other people abilities, performance, confidence etc. as it overshadows their own.
I knew this but had to have confirmation! I had an A star and now he is on a slippery slope because if a D player who is family ! Busiest time of the year and he is headed for a C player so i have decided to let the D player go and if things dont improve i will have to retrain and try to regain the A star employee. I knew this would happen but i guess i let my feelings make decisions . Big Big mistake in the workplace
Thanks for your comment Michelle. Keeping family members in the business held to account can certainly be challenging - and their impact on others can be even stronger than a non family member exhibiting the same behaviour. Good on you for deciding to take action - not always easy to let a family member go - but the alternative is much worse, if they are a D-Player. Good luck, and thanks for watching!
Leviticus 23:31
That is what occurs when you treat family like an employee😂🎉
What if the Executive is the D player?
Great question Tanya. When you say Executive, you are referring to the business owner? If so, they likely aren't going anywhere. Staff working for them will need to look for a different organization that has better leadership, culture and environment.
If the executive is a senior level staff member, but is not the owner, it becomes a little more complicated. It's difficult for someone to get their boss to shift their attitude and improve their skills. However, a staff member can share with the executive how their behaviour is affecting them. It could be a career limiting move however, depending on the culture of the company. But there is a possibility the executive is ignorant to how they are impacting the people around them, and would make some changes once they are made aware of how they are being perceived.
Something to bear in mind is that if a company keeps a 'D' executive around, then the company likely does not have a culture of performance, accountability, positive environment and respect. If those values are important to you, you may need to update your resume and look for a better place to share your talents, energy and time.
I hope that helps answer your question!
Than the whole team taking the D
Awesome video, Dan!!
Thanks so much, I really appreciate you taking the time to comment!
Very basic concepts and accuracte but every situation is so very different/unique/complicated.. going on 7 years of purgatory a cancer tumor... id recomend no one as an A... bring back F grades... You are a special someone to be a true A if you think you are perfect...
Thank you for this.
You are welcome Amir! Thanks for watching!
I agree, excellent 👍
Thank you Andrew!
Is there any advice if the C player from the team that you manage is empowered by your boss because the C does what the boss says?
Hi Angelo, if I understand correctly, it sounds like your boss is overstepping their boundary with you, by going direct to the other team member and bypassing you. If that's the case, consider having a conversation with your boss to identify the behaviour, discuss how it is impacting you and the team, and ask them to respect your leadership by not going over your head.
Thanks for watching and thanks for your comment!
@@KaizenPerformanceImprovement thank you for your answer. I’ve discussed with the manager with no result. She is always saying “but look, she is a top performer, the problem is you having something personal with her” I ask for such proof and nothing is provided.
They’re really close friends and she does everything that the manager says only to have influence over the manager and over the entire department. She is consuming also people energy that are too afraid to speak up as they do see their close relationship.
@@angelo.florescu - That is a challenging situation. It may be helpful to quantify the impact of the C player on the rest of the team. Sometimes managers only see the performance of an individual, but do not see the negative impacts the person is creating.
I have a very toxic manager. I'm here to see how to be a toxic employee.
Same
Easier saud than done
I love your video and gave it a like. Please let me know how I can get in touch with you as I was let go of an assignment two days ago with the pattern that you explained. Your feedback is very important to me. Thank you.
I wish my boss watch this
Agree. I'm a lead and was an A player but the store manager hired a D player on our team and supports this one who is extremely toxic and permitted to bully me so now I'm driven towards a C.
thanks
You are welcome Jordan, thanks for watching!
Do they even know they are toxic ?
Sudhir, I think they usually do not recognize they are toxic to the environment. Often they believe everyone else is toxic!
#Smart
Thank you Frank!
LEVITICUS 23:31
What took you so long to get rid of the....HR 😡🤬
Get rid of D 🤣 give c one more season to flip
That's the tough part - knowing when to let the C move on. Thanks for watching!
I think it's bull.
Or you're too frugal with raises, and the 'A' player is naive. Enjoy your high turnover.