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A boss who checks every comma in the reports of his subordinates, colleagues who spread gossip, pour out endless streams of negativity on others, or by hook or by crook beg for a “carrot”-praise … What are they – toxic employees, how to recognize them and “defuse” them in time? Coach Olga Startseva tells.
None of us is immune to emotional ups and downs. However, it is important that emotions remain outside the office and do not interfere with performance.
A lot of people talk about toxicity these days. Indeed, by analogy with a poison that poisons the air, there are people who can spoil a healthy atmosphere in a team.
Toxicity doesn’t just show up at work: it could be a family member, friend, neighbor, or just an acquaintance. But if in everyday life you can choose not to communicate with him, then at work it is impossible to avoid interaction.
Researchers at Harvard Business School estimated in 2015 that a company could save about $12 by turning down a toxic employee at the interview stage.1. However, when hiring an employee, it is impossible to take into account absolutely all factors. First of all, professional skills are tested, and personal qualities are often assessed superficially. In addition, at first glance it is difficult to understand whether the applicant is “compatible” with future colleagues.
In order to recognize the “subversive” in the office and quickly protect yourself and the team from his bad influence, you should know the main types of toxic employees.
1. Control freak
He checks everything after everyone, does not miss a single even the most insignificant detail. He believes that no one knows better than him how to do it right, and be sure to tell everyone around him about it. He hangs labels of incompetence on others and presents his point of view as the only true one. Such a person does not hear others, does not respect their right to express ideas.
Than it threatens?
The situation is exacerbated if such a person leads the team. Imagine a manager who does not rely on his subordinates for anything. For employees, this type of leadership is a significant demotivator.
Such bosses perceive subordinates as people who can only cope with short-term tasks and small assignments. This is not what modern companies expect from managers: junior employees should become leaders, in the future they need to be able to offer algorithms for solving problems, perform various functions. Specialists understand this and, when faced with excessive control, tend to leave the department or even the organization.
Unfortunately, this character trait cannot be corrected. The best advice for an employee facing a “control maniac” manager is to tell their superiors or HR manager about what is happening.
If you are a manager
The thirst for control can be directed in the right direction. Such an employee may sincerely want success for the team, and then it is only necessary to show him that he is not alone in his aspirations. A clearer division of responsibilities between subordinates can also help.
2. Dependent on praise
We all love to be praised, the need to be liked by others is normal. Positive feedback gives us an understanding that we are accepted and treated well. But when the process of constantly seeking approval becomes addictive, it becomes a problem. The self-esteem of such people hangs on the “carnation of praise”, which is located in the external environment. A person does not see his value if no one tells him about it.
An employee who is dependent on praise is not so much interested in his own merits as in the emotional reaction of those around him to them. Unfortunately, within the framework of the workspace, it is difficult to cope with such a state.
Than it threatens?
An employee who is hungry for attention and recognition will sooner or later give you a “bill”. “I am motivated if my merits are recognized” is a false motivation that is dangerous for the work of the team. There is a risk that such a person will give up or begin to sabotage the process if he considers that his merits are not sufficiently noted.
If the boss does not praise him often enough, he will become dissatisfied and the work process may be in jeopardy.
If you are a manager
The task of the manager is to correctly evaluate, thank and encourage employees, but you should notice in time if one of them is overly dependent on praise. Even when such a person is truly an expert in his field, it is imperative to convey to him the value of teamwork. Show that the team is not a threat to his talents, but their support.
3. Gossip
It seems that such an employee spends most of the time talking about colleagues that are not directly related to work. Usually behind such behavior also shows self-doubt.
Like an employee dependent on praise, his “foothold” is outside, but he draws energy not from the approval of others, but from diverting attention from himself, from discussing the details of someone else’s personal life.
It has been proven that everyone tends to notice in others those good and bad qualities that are inherent in ourselves. This means that the gossiper condemns the other for what is in himself, but does not understand this. Since they usually say bad things, they should take a closer look at themselves and think about what kind of shadow side makes them behave this way.
When a person is focused on the negative, he is not busy with his own development, professional or personal. Ideally, you should understand yourself, understand why the details of someone else’s personal life are so interesting, and not your own.
Than it threatens?
If an employee gossips at work, it means that he has too much free time. That is, first of all, its productivity suffers. If a colleague is a gossip, it would be good not to participate in discussions and, if possible, switch his attention to working moments. Let him have no one to share his own conclusions with. There is no benefit from rumors and gossip, and the atmosphere in the office becomes tense and unhealthy.
If you are a manager
Shift the focus to important work issues, and the team’s performance will increase. Non-work related conversations happen in every team, but you can’t let them get out of control. It’s time to act if you see that they interfere with business, hurt someone’s feelings, negatively affect motivation and team relationships. The manager should monitor toxic subordinates and, if necessary, resort to coaching sessions during which he can remind that the office is not a place for gossip.
4. Energy vampire
He always has a supply of negativity to share with others. His pessimism is enough to drag everyone into an endless whirlpool of failures and bad mood. For him, something always goes wrong in the workflow, and for every problem solved, there are ten new ones. He is not looking for real answers: he needs a reason to constantly complain.
For such an employee, everything causes negative emotions: from the company’s big strategic goals to customer reviews. This is the boy Kai, in whose eye there is a piece of ice. His criticism is never constructive: it is always only negative emotions that are detrimental to the work process. It is not clear what motivation can be to work and perform duties well in a person who meets everything with such rejection.
Than it threatens?
If the energy vampire leads others, the result can be a loss of interest in the work of the entire team. Constant negative comparisons with competitors and a pessimistic view of things can shake the most positive beliefs of colleagues. The negative influence of such people can stop the company from moving towards common goals.
To protect yourself from the bad influence of such people, be confident in yourself and focus on the positive. Rejoice at well-deserved successes and remember that failures can become a source of experience, warn against mistakes in the future. Notice toxic colleagues and do not let them influence your mood and deprive you of the strength you need for further accomplishments.
If you are a manager
Such employees will not interfere with coaching sessions. It’s good if you can talk with a colleague about his attitude to life, because closeness from the world certainly manifests itself not only at work. Perhaps he has problems with self-esteem or some external circumstances influenced his mood. In any case, the manager needs to determine whether this person can improve or the team would be better off if he leaves the company.
What can help
The strategy for dealing with any kind of toxic behavior is the same. The best defense against negativity in a team is self-development. Internally calm and harmonious people are less susceptible to external emotional influences. The main thing is to look for a foothold in yourself.
Develop relationships with those with whom communication fills with positive emotions, benefits, inspires hope and gives confidence. Limit yourself from bad influence as much as possible, quickly end conversations that you consider unnecessary and unproductive. Watch for provocations: if there is no return from you, they will stop. Toxic people need people to talk to. Deprived of emotional nourishment, they change their behavior or look for a different audience. Let things speak for you at work.
The third component that can protect you from negative influences is the pleasure that you get from work. If you are satisfied with the results of the team’s activities and your achievements, it is quite difficult to unsettle you. It is important to believe in what the company is doing and to have intrinsic motivation. Personal boundaries, confidence and a positive attitude will always develop you as a person, promote career growth and bring success to the company.
1 Toxic Workers. Michael Housman, Dylan Minor. Harvard Business School.
About the Developer
Olga Startseva — coach, leader of trainings on efficiency and stress resistance, head of the marketing department of the Healthcare sector of Philips in Russia and the CIS.