Excellent points in your post this week. You mentioned that David Smith may be better off replacing those individuals that are resistant to any change. Cleaning house certainly seems like an easy option, but I can't help but think that these individuals may have potential to be rehabilitative? Besides, being involved in the organization for so long, they should have some valuable information that David Smith could capitalize on? I agree that toxic individuals can have a detrimental effect on employee's morale in addition to the success of an organization. I do not do well with "toxic" behaviors and how I deal with them personally is to remove myself from them immediately. However, professionally, immediate removal of myself or the individual
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In the past, I have had to deal with an employee's/co-worker's that displayed bad attitudes or were constant complainers, albeit their job performance was average or better than average. When addressing employee's negative behavior and how it has an impact on the team can be challenging, especially if those individuals are manipulative. I worked in an organization that did not believe in firing their employees unless the employee committed a deviant act. So, the first step was to bring the employee in to discuss the behavior issue and then set clear expectations on how the employee should behave at work was outlined as to what was considered acceptable and not acceptable behavior. The second step was to set a timeline, such as a 6 weeks reevaluation of the behavior issue and what you expected to see. I learned that you must be very specific in your expectations and to articulate that there will be consequences if they failed to change their behavior. Of course, in any situation regarding disciplinary action all sessions were documented and signed by the employee. The disciplinary action process is time consuming and for the other employees it may not make sense to them as to why the organization would keep such toxic
In the past, I have had to deal with an employee's/co-worker's that displayed bad attitudes or were constant complainers, albeit their job performance was average or better than average. When addressing employee's negative behavior and how it has an impact on the team can be challenging, especially if those individuals are manipulative. I worked in an organization that did not believe in firing their employees unless the employee committed a deviant act. So, the first step was to bring the employee in to discuss the behavior issue and then set clear expectations on how the employee should behave at work was outlined as to what was considered acceptable and not acceptable behavior. The second step was to set a timeline, such as a 6 weeks reevaluation of the behavior issue and what you expected to see. I learned that you must be very specific in your expectations and to articulate that there will be consequences if they failed to change their behavior. Of course, in any situation regarding disciplinary action all sessions were documented and signed by the employee. The disciplinary action process is time consuming and for the other employees it may not make sense to them as to why the organization would keep such toxic