In today’s workplace, leaders often encounter employees whose actions disrupt team dynamics. These individuals may engage in subversive behaviors, undermining colleagues while portraying themselves as essential team members. Understanding how to address such employee behavior is crucial for maintaining a positive organizational environment.

Understanding Subversive Employee Behavior

Subversive behavior can manifest in various ways, including manipulation of office politics and disruption of team efforts. Leaders faced with such issues can adopt constructive strategies to rectify the situation effectively.

Adrian Gostick, coauthor of Leading with Gratitude, emphasizes the importance of starting with a positive approach. Instead of resorting to punitive measures, he advocates for understanding the underlying reasons behind the employee’s behavior. According to Gostick, “There’s some reason why somebody is being subversive, and the best thing for any leader to do is to start with positivity, start with the carrot versus the stick.”

Managing Toxic vs. Difficult Employees

It’s essential to differentiate between difficult and toxic employees. While everyone experiences challenging team members, toxic individuals require a more stringent approach. An example was shared by an IT manager who described a system administrator feigning crises to appear indispensable. This scenario illustrates the necessity for managers to assertively address such behavior.

As shared in a discussion, one classic example involves employees who build relationships with senior executives but neglect their responsibilities. Recognizing this pattern can help managers devise appropriate responses.

Strategies for Addressing Difficult Behaviors

Direct conversations with problematic employees play an integral role in effective management. Here are several recommended strategies for addressing disruptive behaviors:

• Initiate Direct Talks: Engage in candid discussions with the employee concerning the observed behaviors. Frame the conversation around team goals and expectations.
• Implement a Ticketing System: To streamline task assignments, consider using a system that prioritizes issue resolution regardless of the employee’s rank.
• Gather Data: Present factual data that highlights inefficiencies in service, emphasizing the wider impact on team dynamics.
• Encourage Feedback Loops: Creating an environment of openness can foster better understanding and team cohesion. A system similar to the one used by the U.S. Navy’s Blue Angels can facilitate candid performance reviews among team members.

Managing Knowledge Hoarding

Another common management challenge entails addressing employees who hoard knowledge, thereby inhibiting collaboration. This predicament can often occur in diverse teams where a member may feel overwhelmed or pressured.

The importance of backfilling roles and ensuring that knowledge is shared cannot be overstated. Approaches to redistribute knowledge include mentorship programs and scheduled team discussions, which create opportunities for knowledge sharing.

Handling Toxicity in the Work Environment

When confronting toxic behaviors, managers must assert their authority. An employee’s strong performance does not excuse disruptive behavior or an uncooperative attitude. It is critical to set clear expectations, communicate the consequences of continued misconduct, and engage HR for support in facilitating constructive changes.

Involving HR can help with mediation and establishing workplace training initiatives aimed at promoting respectful interactions. Managers should document behaviors and explore potential interventions before considering employee separations.