How Should the Manager deal with a toxic employee?
From the chemical perspective, toxic substance is dangerous and possesses crucial harm to the individuals in contact with it as revelation of interaction. Toxic employees also reflect similar problems to the workforce. The behavior of toxic employees can take different forms within the organization thus hampering the working conditions or environment in relation to other employees. It is essential for the manager to focus some of the attention in identifying such employees within the workforce with the aim of reducing risks in relation to morale of the employees and productivity of the business entity. A toxic employee is an individual within the workforce that participates in the stirring up negativity aiming to affect the morale and productivity of other employees thus hampering the entity. Toxic employee is a problem because it affects the morale of the workforce and productivity of the employees thus affecting the business entity. Its relevance towards the role of the manager is that it hampers efforts of the management to enhance the productivity of the organization.
In the current setup with reference to most business entities, managers apply several techniques in the process of managing toxic employee issues within the business entity. The first approach in relation to the techniques adopted by the managers involves identification of the four crucial characteristics of a toxic employee. These characteristics include diverge attention, drives on personal gains, adopts and implements unethical means in manipulation of the workforce, and focuses on the increase of money, and special status. In these circumstances, the manger has the ability to adopt and implement any technique in managing the toxic employee including firing the employee from the workforce.
In order to deal with the toxic employee issue effectively and efficiently within the organization, the manager needs to adopt quality management plan with specific objectives and goals towards minimization of the problem. This involves critical evaluation of the context of the situation and the relevant influences of the concept of toxic employee towards the workforce of the organization. These influences relate to the morale of the workforce, productivity, and credibility of the manager in executing his or her duties within the context of the business entity.
Consequences of Toxic Employees Problem within the Organization
The concept of toxic employees proves to be a hindrance towards the growth and development of the business entity in the process of meeting its goals and objectives. One of the major effect or consequence of not managing toxic employees effectively and efficiently by the manager is the decrease of the morale of the other employees within the workforce. Employees play vital role in the productivity levels of the organization. They must maintain high level of morale and motivation in order to enhance the production levels thus achievement the goals and objectives of the business entity. The other influence of the toxic employees is the reduction on the productivity levels thus undermining efforts of the manager in executing his roles and duties. Low levels of production limits the growth of the revenues and profits at the end of the financial year.
How a manager can manage the problem of toxic employees within the organization
Because of the problems caused by toxic employees, a manager should be able to competently deal with these individuals within the workforce. The damaging effect some these employees have on their workplace will dominate whatever expertise they may possess. This menace is adverse thus requires urgent addressing by the manager as soon as it is recognized. A manager should have a course of action based on the following:
Determine what the cause is. A manager should have the ability to investigate what exact reasons led to this behavior.
Take a proper means of intervention. This may be by informing the employee of their behavior presenting clear information regarding their roles. They also may rely of the consequences of such continued behavior.
A manager may also use the option of treating and rehabilitating the toxic employee. Proper counseling being given sufficient time to change their behavior.
How can a manager deal with Toxic/Problem employees?
Evaluation: When dealing with a toxic employee it is of outmost importance to act swiftly. It is to great effect that quick action is taken. A manager has to evaluate the situation so as the appropriate action can be taken. Every situation will be unique in its own way. As much as swift action is needed, proper evaluation is paramount.
The manager should always do their homework always acting on a facts only basis. Managers should not consider gossip and rumors in the determination of toxic behavior within the workforce. If there is anyone spreading rumors in a workplace, they have to be difficult employees themselves in their own right. By proper research and homework, a manager may not necessarily have to wait for something to happen to result in an action being taken.
The manager also should develop a proper action for any action they intend to take. As every manager understands, the value of planning cannot be underrated. Properly work out an action plan and if necessarily involve other senior management in the workplace. (Suzanne 2011)
When it is time to act, a planned action is already well planned out with no impulsive action. The appropriate ways to change and eradicate the problem in the workplace should include:
Confronting the problem by not putting it off: It may not be a pleasant thing to do but either way it has to be done. It will not automatically fix itself and if not properly dealt with, it will get worse with time.
Dealing with the behavior and not the person: The goal of the whole plan of action is to come up with a solution. This should not be a duel to be won by the manager. The manager should deal with the behavior rather than attack the individual.
Eventually, reasons behind the development of such behavior should undergo essential identification. Even if stern action like the firing of an employee is to be taken, a manager should take appropriate action to ensure a similar situation does not occur. (Andrews 2011)
Toxic employees most of the time will be a thorn in every workplace. A manager is responsible for the whole institution and so has to deal with this issue. A manager should be capable of dealing with these issues. Personally, I am of the opinion that stern action should be taken to prevent a re-occurrence of events. I completely conquer with a manager exercising their power o the maximum.
References
Benoit, Suzanne (2011) “Toxic Employees: great companies resolve this problem, you can too!” Falmouth, Maine: BCSPublishing
Davies, Andrews and Smith. “Do You Have a Toxic Employee in Your Workplace?” Retrieved May 13, 2011
