Toxic Employees (CONT’D FROM PAGE 1)
about why Wilber is late so often,” said Cormier. Start by pointing out that he is rarely on time and ask why that might be the case. If recurring immovable con- flicts, like school drop-offs, are the issue, then schedule flexibility might be the solution. “Shifting Wilber’s official arrival time thirty minutes later could make Wilber a punc- tual employee overnight, and reduce his stress level, too,” said Cormier. Perhaps Wilber has personal challenges that are caus- ing the problem. “Some mental health conditions can make it more challenging for employees to arrive on time,” said Cormier. “Gently ask him about how he is doing, giv- ing him the opportunity to share without pressuring him to open up. Regardless of Wilber’s answer, his manager can remind him of any available personal resources such as an employee assistance program (EAP).”
The meeting should, above all, be solutions oriented. “Be clear that the goal of the conversation is to step away from excuses, understand the bigger picture and come up with a lasting solution.” Bonus Tip: Schedule follow-up meetings so Wilber is held accountable for improvement and can request need- ed support. 2. Sandy keeps saying “It’s not my job” when asked to do a task. Recalcitrant employees who appeal to the constraints of their “job description” can frustrate the best of managers. The traditional solution was to throw down a gauntlet: get to work or get fired. But that can create morale problems that affect team performance and erode profitability. Instead, undertake a three-step plan designed to uncover the hidden reason for Sandy’s behavior. Step One: Assess the situation. “What does your histo- ry with Sandy tell you in terms of her willingness to get a little bit stretched in the work she does?” poses Bob Ver- chota, senior consultant at RPVerchota & Associates, Min- neapolis. “Is her reluctance something new, or did it start at a certain time? And is it related to one specific task, or many?” The answers to these questions can provide clues to possible causes. Step Two: Ask Sandy for input about her motivations. “Have a frank conversation with Sandy,” suggests Vercho- ta. “Cover what you know about her work habits, as eluci-
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24 November 13, 2023
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