Toxic Employees (CONT’D FROM PAGE 24)
AIR CONVEYING CORPORATION is a recognized leader in the industry of Pneumatic Conveying Systems and has been in business since 1968. As an equipment manufacturer rather than simply a sales organization, we have complete control over the quality of material and products which make up your proposed system. Our equipment is found in Printing, Folding Carton and Corrugated plants throughout the country and the world.
dated in Step One. If she has been willing to perform extra duties in the past, what has changed in the organization?” Step three: Determine solutions. Rather than impose a solution from above, ask Sandy to suggest a path forward. If she feels her skills are inadequate to the new duties, that can be solved with additional training. If the problem is personnel clashes, this can be solved with counseling for all involved. Bonus tip: Remind recalcitrant employees that most job descriptions include a phrase requiring em- ployees to perform “other duties as assigned.” 3. Joseph is in the habit of “talking over” others in meetings. Failure to deal with an overbearing team mem- ber can create morale and productivity problems when employees feel their contributions are belittled. “Have a sit-down meeting with Joseph and explain how their behavior is affecting other people,” suggests Deanna Baumgardner, President at Employers Advantage (employersadvantagellc.com). “Say something like, ‘We've noticed you’re talking over people, you're talking loudly and interrupting. We need to give other people the op- portunity to share. Here's what we expect from you.’ Then provide guidance on how Joseph should pause his own statements to let others contribute.” Despite Joseph’s best efforts to improve, he may occa- sionally lapse. If his intrusions continue unchallenged, oth- er employees will lose respect for the manager. It’s wise to speak up and create opportunities for other people to express their ideas. This can be done with a statement as simple as, “Joseph, thank you for your feedback. Now let's hear from somebody else.” Bonus tip: Ask Joseph if he would like coaching on how to communicate well in group settings. 4. Julia is bad-mouthing a customer to a colleague, and another customer overhears her remarks. Custom- ers have long memories. When they hear an employee make negative remarks about a fellow customer, they will start to wonder if they will also be targeted. Revenues will likely be affected. “You should talk to Julia to say you have observed her behavior and it is not acceptable,” said Anastasiia Khyzh- niak, Talent Enablement Director at Jooble (jooble.org). “She needs to understand that such actions create a bad environment for other workers, turn off customers and create a bad image for the company in the community.” Even if a customer had not overheard her remark, impos- ing negative sentiments on another employee can create a toxic workplace. The trick here is to avoid being too negative in tone be- fore you get Julia’s side of the story. Perhaps she was hav- ing an especially bad day or other factors played into the event. “Start the conversation by giving positive feedback about Julia’s performance in general,” said Khyzhniak. “Highlight her positive traits and tell her she has a huge future with the company. Then go on to say that you are
AIR CONVEYING CORPORATION PH: 901-454-5016 FAX: 901-324-7979 e-mail: sales@accfilter.com • www.accfilter.com
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26 November 13, 2023
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