SERIES: Taking Care of YOU! How Leaders/Managers can Minimize Team Toxicity and Maximize Positive Interactions
Whenever a team is formed there is often a unique collection of smart, passionate, highly intelligent members, and yes, even attitudes that will sooner or later cause natural conflicts, where they disagree or believe their viewpoint is better. The objective of every team should be to focus wholeheartedly on the task to be done. Unfortunately, when feelings become a focal point and “fur begins to fly” the result is a toxic environment. Serious conflict within teams can take a high toll on an individual’s mental state. It’s also bad for business. Toxic work environments have, in recent years, become more prevalent, resulting in a major impact on employee retention.
A SCENARIO: Marcus has worked for a large firm for the past eight years and has earned a reputation of stellar performance in meeting/exceeding expectations and developing outstanding client relationships to the point that when a project comes up clients ask for him. The team has become angry, frustrated, and jealous. They are rude to Marcus, talk behind his back, even make negative comments about him in emails and chats. Marcus’ boss is aware of the animosity exhibited by the team members but has either chosen to ignore it or doesn’t know how to solve the situation. Marcus is baffled by the lack of support from his boss. The clock is ticking, and Marcus is consumed by the behavioral effects of the team members and has difficulty staying focused while working with the team since everyone is unhappy. He is uncomfortable and stressed to the point that it is impacting his productivity. He is gravely disappointed that his boss has not shown any leadership in this area and finds it difficult to approach management on this matter.
MAXIMIZING POSITIVE TEAM INTERACTIONS
1 Evaluate your team’s current environment. Is it a collaborative and enjoyable environment? If not, change it to a respectful atmosphere that is productive, positive, and collaborative. When leader/manager action results in a positive atmosphere teams tend to work better with other teams. Ensure you have set an example of excellent communication, accountability, and trust.
2 Address team conflict as soon as you are aware of the dysfunctional behavior (critical to successfully resolving toxicity). If needed, offer training on communication and conflict
3 Set ground rules for team behavior (accentuate the positive, rule out the negative)
4 Ensure team members that you are genuinely interested in their feedback. They should feel free to speak candidly about team issues
5 Meet one-on-one with each team member at least once every two weeks to find out how they are doing. Treat all employees with respect and avoid thinking of them as subordinates that need micromanaging (one of the most dangerous habits an executive can have)
6 If the issue comes up about one team member getting frequent recognition, ask why they think that is happening (in most cases it’s because that high performing member is keeping the client happy, but you may not get that answer). A more positive approach is to comment on how much we all learn observing those who are making an effective difference
7 Stress the value of being passionate about work. It will be noticed by others
8 Be patient with team members. If a mistake is made, avoid making them feel worse. None of us are perfect. Ask them what they would have done differently if a similar task was performed again and provide them your perspective with possible options/solutions
9 It’s ok for team members to disagree with a decision. Emphasize they need do so in a civil manner. Emotional outbursts are disruptive, create bad memories and impact the ability of a team to move forward in a smooth manner until personal issues are resolved amicably. Remind the team to focus on completing the task and ALL team members are expected (part of ground rules) to dedicate their full attention and energy to the work at hand
10 Let your team members know you appreciate them. A “thank you” is more sincere and personal than simply a “thanks”. Avoid thanking all in one email (impact is less). It’s worth the time to write a personal note to each team member and let him/her know how much you appreciate their work
11 When a project is successfully completed arrange for a heartfelt celebration and offer your sincere thank you to each member by name (it would be beneficial if you could point out, publicly, one special thing each member did that contributed to the team’s success).
A dysfunctional team runs the risk of missing out on great outcomes that only they can achieve. Well-coordinated teamwork is paramount to success! If you want to be a successful leader or manager make sure your teams are headed in the right direction. Take care of YOU and your teams by demonstrating appropriate executive action to avoid team-morale issues. Ensure that you are not an organizational leader that doesn’t proactively support a positive culture, and if you lack several critical skills in this area seek professional assistance.
