SEARCH FIRM & Recruiters
Engaged Search For Sales, Emerging Leaders, and Executive Talent for Building Product Manufacturers and Distributors Across the US.
If you are reading this, I can assume you know what a toxic employee is. Probably, a handful of names who fit the bill just popped in your head.
In case you aren't sure, a toxic employee is someone who creates issues in the workplace – but on an almost epic level. The difference between someone having a bad stretch and a toxic employee is the longevity and persistence of the issues.
How To Know Someone Is Toxic
Normal, competent, fantastic employees can be less than stellar from time to time. Maybe they or someone they love is dealing with health issues, maybe things aren't great at home.
Toxic employees are a different story. They consistently make the work environment difficult. It might be by spreading malicious gossip, it could be passive aggressive and snipey e-mails. You might have someone who is aggressive in how they talk to co-workers or maybe they can't take any form of criticism without lashing out.
Whatever it is, when you have a toxic employee, they aren't just annoying. Toxic employees negatively impact the entire work environment.
Does It Matter?
In a nutshell, heck yes it does. Toxic employees create bad workplaces. They make it uncomfortable and they anger your best employees.
A toxic employee is poisoning your eco-system. When people have had enough, they quit. If you let it go on, you'll likely lose many of your best performers. And if you don't, you'll lose their trust and confidence.
I have seen fantastic employees get ground down by toxic behavior and it isn't pretty.
If you don't address it, other employees view it as encouraging the bad behavior. They stop feeling you are on their side.
What Do You Do About It
Sure, addressing bad behavior is awkward and unpleasant. But, you have to – if you are a manager it's your job!
If you quickly identify and correct toxic behavior you'll stave off employee dissatisfaction. You might also stand a chance of straightening out the toxic employee. Maybe no one has ever really called them on it or they aren't aware of how they come across.
Toxic employees don't just “snap out of it” or stop what they are doing.
With that said, let’s schedule a meeting with the employee who’s driving everyone nuts! Here’s how to do it:
1 – Prepare
Prepare specific examples of the offending behavior. Ideally, you'll have observed this first-hand so they can't turn it into a he said/she said moment. It isn't productive to say “I've heard you've been having a bad attitude lately.” They are going to react with a “when and what proof do you have” kind of response.
If you need to map out exactly what you'll say, write it out. If not, just figure out a rough outline in your head.
2 – Schedule A Private Location
Don't do this off the cuff in the middle of your office or in an open cubicle. No one deserves to be chastised in the open. Respect their privacy and realize they likely are going to have a reaction.
3 – Use The Sandwich Technique
The sandwich technique is a classic because it works.
If you are talking instead of terminating, you must value the toxic employee. You want to keep them on your team and maintain communications. It is easier to hear criticism when it is coming from someone who respects and values you.
4 – Be Direct
You want to be diplomatic and professional, but this isn't the time to be touchy-feely. Few toxic employees are truly aware of their behavior or the magnitude of the consequences. Don't beat around the bush.
“I've seen you struggling with your temper lately. Today, you threw a cup in the break room and I heard you yelling on the phone yesterday.” is a better approach than “Are you OK?”
5 – Realize They Will React
It is going to be uncomfortable. Humans usually react first and then respond. Be ready for blushing, excuses, tears and probably a little lashing out. Give them a moment to compose themselves. It will be awkward, that's OK!
If they can't pull it together or get abusive, you have a few options. You can say “I understand you are upset, but this behavior is unacceptable. I want to give you the benefit of the doubt, but I need you to pull yourself together so we can continue talking.” If that doesn't snap them out of it, consider sending them home for the day.
I would be really clear, they need to come back the next day to continue talking and have an improved attitude, or you'll be faced with taking harsher action.
6 – Create A Plan For The Next Steps
You've addressed the issue, so how do they prevent it from continuing? Whether they need additional training or to work on their personal issues outside of the office, you should help them figure out how to move forward.
I would suggest you come up with a plan of a few regular meetings so you can provide support and make sure they are improving.
If you want to help prevent a toxic environment, I'd suggest regular check-ins with all of your staff. You'd be amazed at how open employees are when you have simple conversations.
Addressing Toxic Employee situations is never fun, but vital to maintaining employee morale and your office environment.
The Leading Building Products SEARCH FIRM & Recruiters Engaged Search For Sales, Emerging Leaders, and Executive Talent for Building Product Manufacturers and Distributors Across the US.Is Your Recruiting Process a Joke? Let’s start by asking a hard question, do...read more
The Leading Building Products SEARCH FIRM & Recruiters Engaged Search For Sales, Emerging Leaders, and Executive Talent for Building Product Manufacturers and Distributors Across the US.The Full Cost of a Bad Hire, It's More Than You Might Think Understanding the...read more
The Leading Building Products SEARCH FIRM & Recruiters Engaged Search For Sales, Emerging Leaders, and Executive Talent for Building Product Manufacturers and Distributors Across the US.The Ugly Truth of the Cost of a Bad Sales Hire When you ask a CEO or sales...read more
The Building Gurus Difference
You’re probably wondering how we can deliver candidates that your in-house or current recruiting partner hasn’t been able to. Hiring great talent is a key part of your business, but it’s the reason we’re in business. We invest in tools, technology, and resources to ensure we’ve always got the best “inventory” of talent at our fingertips. Building world-class best practices and an employer brand that gets and keeps the attention of A-players is key to our success. When you hire us, you immediately benefit from the years we’ve spent building our brand and relationships with sales, managers, and leaders in the building products industry.
Here are just a few strategies we use to ensure we can deliver best-in-class building products sales, manager, and executive level talent fast:
Rikka’s articles appear in trade magazines like LBM Journal, ProSales, Remodeling, and more.
NATIONAL NEWS + MEDIA
Rikka’s advice has been featured on Fast Company, NFIB, AmEx Open Forum, CBS Small Business Pulse, Huffington Post, and more.
ASSOCIATIONS + CONFERENCES
Rikka is selected to speak at local, regional, and national conferences like KBIS and ProDealer Summit.
We share helpful articles, videos, and audios about how to hire, how to get hired, and how to get better results to over 100,000 building product professionals every month.
VALUE FIRST APPROACH
We reach out to targeted building products leaders every single day to introduce our company and see how we can help their career. This value first approach means when we reach out about your opportunity they are much more likely to respond positively.
LONGEVITY + INTEGRITY
We’ve been building relationships with building products professionals since 2001. We believe being real and communicating frequently is the key to powerful partnership. Our clients agree, which is why we have an over 96% client retention rate.
Learn How Building Gurus Can Help Solve Your Hiring Challenges
Stop letting scarcity make you settle. Less than 1% of 1% of the professionals and executives on LinkedIn have the building products experience you need – learn how we go beyond posting and praying and LinkedIn to find and connect with best-in-class building products sales reps, managers, emerging leaders and executives.
Be confident and in control. Learn how our 4-stage Recruiting Blueprint search process can help you feel confident that we will find, engage, and qualify the talent you need. You'll feel in control and in the know with our frequent communication and updates. Best of all, you'll be interviewing qualified candidates in just weeks.
Not quite ready for a Discovery Session?
Call Us: +1 701-361-4239
Email Us: Info@BuildingGurus.com
+1 (701) 361-4239