✅WLP#25-Cara menghadapi Team Member yang TOXIC! | QnA - Weekend Learning Project - Alex Denni

Summary

In this insightful 2014 presentation, the speaker discusses strategies for dealing with toxic team members in the workplace. He emphasizes the importance of differentiating between difficult employees and toxic ones, with the latter being more harmful to the team's productivity. The speaker outlines a clear process for managing toxic behavior, including prevention through careful recruitment, providing direct feedback, and setting clear consequences. If toxicity persists, he recommends isolating the employee and, as a last resort, removing them from the organization. The overall focus is on maintaining a positive and productive work environment by addressing toxic behavior head-on.

Takeaways

• 😀 Understand the difference between a stubborn (tifico) employee and a toxic employee. A stubborn employee can be guided, while a toxic employee requires direct intervention.
• 😀 Toxic employees can negatively impact team productivity by 30-40%, so it's crucial to address their behavior early on.
• 😀 Prevention is key: leaders should filter out toxic individuals during the hiring process through thorough vetting, including reference checks and interviews.
• 😀 If toxic behavior is already present, give direct feedback immediately. Don't delay the conversation, as the problem can escalate quickly.
• 😀 Provide clear and specific feedback on how the employee's behavior is harming the team or organization, avoiding indirect communication.
• 😀 If the behavior doesn't improve after feedback, communicate the potential consequences, such as written warnings or escalation to higher management.
• 😀 Isolation is a critical strategy for managing toxic employees. Remove them from strategic areas or from interacting with impressionable team members to limit their negative influence.
• 😀 When isolation doesn't work and the toxic behavior continues, leaders must be willing to 'amputate'—remove the employee from the organization to protect the team.
• 😀 Feedback, consequences, and isolation are part of a progressive strategy to address toxic behavior, but if all else fails, removal from the team or organization is necessary.
• 😀 Differentiating between toxic employees and stubborn ones is vital. Stubborn employees can be coached, but toxic employees can only be handled through direct confrontation and isolation.
• 😀 Effective leadership requires not just managing tasks but also protecting the team culture. Address toxic behavior swiftly to maintain a healthy and productive environment.

Q & A

What is the difference between a 'toxic employee' and a 'difficult employee'?

A 'toxic employee' exhibits behaviors that negatively affect the team and can spread negativity, leading to decreased productivity and morale. In contrast, a 'difficult employee' may be resistant to change or require more guidance, but their behavior does not harm the overall team environment. Toxic employees require stronger interventions, while difficult employees can often be reformed with proper support and understanding.

Why is it important to prevent toxic employees from entering a team?

Preventing toxic employees from entering the team is crucial because they can cause long-term damage to team dynamics, decrease overall productivity, and spread negative attitudes that undermine the work environment. The earlier the intervention, the less disruption it causes.

How can leaders prevent toxic employees from joining the team?

Leaders can prevent toxic employees from joining the team by using a thorough recruitment process, including background checks, reference checks, and interviews. It’s also helpful to get feedback from previous employers and colleagues to gain insights into the potential employee's behavior.

What is the first step in addressing toxic behavior once it is identified?

The first step is to provide direct feedback to the toxic employee. Leaders should address the behavior immediately and privately, providing specific examples of how the behavior negatively impacts the team. This direct communication ensures that the employee understands the seriousness of the issue.

What are the potential consequences for a toxic employee if their behavior does not improve after feedback?

If a toxic employee’s behavior does not improve after feedback, leaders should communicate clear consequences. This could involve formal warnings, changes in responsibilities, or other disciplinary actions to emphasize that the behavior is unacceptable.

What does 'isolating' a toxic employee involve, and why is it necessary?

Isolating a toxic employee involves limiting their interaction with key team members or assigning them tasks that don’t involve much collaboration. This is necessary to prevent the toxic behavior from spreading further and influencing others in the team, thereby protecting the overall work environment.

What is 'amputation' in the context of managing toxic employees?

Amputation refers to the final step of removing a toxic employee from the organization. This can be done by reassignment to another department or, in extreme cases, termination. This step is taken when all other interventions, such as feedback and isolation, have failed to stop the toxic behavior.

What should a leader do if they continue to observe toxic behavior despite previous actions?

If toxic behavior persists despite previous actions, the leader should implement the consequences previously communicated, such as issuing a formal written warning or considering reassignment or removal. If the behavior continues after this, amputation (removal) from the organization may be necessary.

How should a leader approach the issue of toxic behavior with a team?

A leader should approach the issue of toxic behavior with transparency and direct communication. The leader must first give feedback to the individual exhibiting toxic behavior, clarify the impact on the team, and set clear expectations for change. If necessary, the leader should take further actions like isolating the employee or removing them from the team.

What impact can toxic employees have on the overall productivity of a team?

Toxic employees can lead to a 30-40% decrease in the productivity of the entire team. Their behavior not only disrupts team dynamics but also lowers morale, making it harder for others to focus and work effectively. Over time, this can result in significant losses for the organization.