01 Nov Dealing with Negative Behaviour in the Workplace
As we all know, workplaces are comprised of people with many different personality types. Unfortunately, within many organizations, there are some employees who have a negative attitude, others are disruptive and some are uncooperative.
These are all terms used to describe behaviour that is difficult, problematic, or challenging – leading to actions and behaviour that conflicts with organizational goals – and that can spread toxicity throughout the workplace.
These types of employees can be disruptive to your organization, slow productivity and can even lead to client dissatisfaction. Therefore, it is vital to be able to identify, understand and address the negative behaviour.
Generally, we can group employee behaviour into three categories:
- Passive – Employees who tend to respond to challenges by disengaging or becoming defensive.
- Aggressive – Employees who respond to challenges with assertiveness and directness.
- Constructive – Employees who are concerned with achieving work-related goals, and are mindful of their co-workers feelings.
It is recommended to address disruptive behaviour by inviting the employee to have a co-operative discussion – this is not a disciplinary meeting, it is an opportunity to work together to find a solution to a growing concern.
Conversations of this nature can be difficult and uncomfortable, so it is important for you to be prepared to ensure that the outcome of the meeting achieves your desired result:
1. Be Prepared
Collect all relevant information to support your side of the discussion, preparing a brief outline to highlight the behaviour you will be addressing.
2. Set the Location
Hold your meeting where you cannot be interrupted, and also where your discussion cannot be overhead by other employees.
3. Be Respectful
Avoid becoming upset or argumentative yourself, should the employee respond poorly to the discussion about their behaviour or attitude.
4. Action Plan
The outcome of the discussion is to determine an action plan to address the situation, which will require the employee’s feedback and co-operation. When you are discussing ways for them to achieve the goals you have set for them, take the time to listen to and consider what they have to say.
Even after a co-operative discussion, there may be times when an employees’ behaviour or attitude may not change. They may be resistant to change or unwilling to accept their responsibility or role in the ongoing problem. If the negative behaviour continues after your co-operative discussion, the next step may be to address the issue with formal disciplinary action.
YOU DESERVE MORE THAN YOU THINK®
If you would like to learn more about co-operative discussions or disciplinary action – or with any other HR issue- please contact Lori Brudlo, Senior HR & Technology Advisor – [email protected].