Managing Toxic & Other Employees Who Have Attitude Issues
Effective Approaches for Addressing & Preventing Toxicity – Organization-wide!
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Instructor :
Pete Tosh
Webinar ID:
15720
Date: SEP 26, 2024 (THU)
Start Time: 11 AM PT - 12:30 PM PT
Duration: 90 Mins.
What you will learn
- Understanding the Mindset of a Toxic Employee
- ABCs of Toxic Employee Dynamics
- Impact of Toxic Employees on Human & Financial Resources
- Common, Ineffective Reactions to Toxic Employees…
- Understanding the Mindset of a Toxic Employee
- ABCs of Toxic Employee Dynamics
- Impact of Toxic Employees on Human & Financial Resources
- Common, Ineffective Reactions to Toxic Employees
- Strategies for Addressing & Mitigating Toxic Behavior
- Why Terminations Aren’t Always the Solution
- Screening Potential Hires for Toxicity with Behavioral Interview Questions
- Using Team Dialogues & Role-playing to Enforce Behavioral Standards
- Employing 360-Degree Feedback to Evaluate the Work Atmosphere
Course Description
Most organizations have employees who on occasion:
- Complain & gossip excessively
- Use inappropriate language
- Are mildly insubordinate
While Emotionally Intelligent employees being aware of their feelings & those of others exhibit a pattern of appropriate self-management. But Toxic Employees have interpersonal styles that demonstrate a pattern of counter-productive work behaviors.
The toxic employee problem is surprisingly prevalent with research showing:
- 95% of employees have & 64% are currently working with a toxic employee
- 50% of employees have thought of quitting & 12% did because of a toxic employee
- 25% of employees have reduced their work effort due to a toxic employee
- 20% of employees feel they are a target weekly & 10% of employees see toxic behavior daily
Toxic employees cause significant overt, covert, people-related & financial damage with their visible behavior just being the tip of the iceberg.
In this interactive webinar, Pete Tosh, an author and a leadership coach, will talk about:
- Human & Financial Costs Resulting from Toxic Employees
- The A, B, C’s Related to Toxic Employees
- The Psyche of a Toxic Employee
- Common Reactions to Toxic Employees That Frequently Don’t Work
- Effective Approaches for Addressing & Preventing Toxicity
- Why Even Terminations are not a Cure-all
Join Now!
Most organizations have employees who on occasion:
- Complain & gossip excessively
- Use inappropriate language
- Are mildly insubordinate
While Emotionally Intelligent employees being aware of their feelings & those of others exhibit a pattern of appropriate self-management. But Toxic Employees have interpersonal styles that demonstrate a pattern of counter-productive work behaviors.
The toxic employee problem is surprisingly prevalent with research showing:
- 95% of employees have & 64% are currently working with a toxic employee
- 50% of employees have thought of quitting & 12% did because of a toxic employee
- 25% of employees have reduced their work effort due to a toxic employee
- 20% of employees feel they are a target weekly & 10% of employees see toxic behavior daily
Toxic employees cause significant overt, covert, people-related & financial damage with their visible behavior just being the tip of the iceberg.
In this interactive webinar, Pete Tosh, an author and a leadership coach, will talk about:
- Human & Financial Costs Resulting from Toxic Employees
- The A, B, C’s Related to Toxic Employees
- The Psyche of a Toxic Employee
- Common Reactions to Toxic Employees That Frequently Don’t Work
- Effective Approaches for Addressing & Preventing Toxicity
- Why Even Terminations are not a Cure-all
Join Now!
Why you should attend
Clever toxic employees:
- Utilize their technical expertise to intimidate & manipulate
- Know who to flatter & who they can abuse
- Turn their toxicity on & off depending on the impression they want to make
Unfortunately, organizations can work against themselves & even promote toxicity by:
- Restructuring his/her job to accommodate a toxic employee
- Tolerating toxic employees who have valued expertise
- Not assertively seeking employee feedback as to whether there is toxic behavior in the workplace
- Not communicating to all employees the specific interpersonal behaviors that will not be tolerated – with the associated consequences
Managers sometimes attempt to fix this type of problem by addressing a toxic employee’s attitude. And while a toxic employee’s attitude certainly affects his/her behavior, managers usually find that controlling an employee’s attitude is next to impossible.
Managers can be much more effective by:
- Discussing the specific behaviors that are negatively impacting other employees and/or the organization
- Using positive & negative consequences to influence that behavior.
Enroll Now!
Clever toxic employees:
- Utilize their technical expertise to intimidate & manipulate
- Know who to flatter & who they can abuse
- Turn their toxicity on & off depending on the impression they want to make
Unfortunately, organizations can work against themselves & even promote toxicity by:
- Restructuring his/her job to accommodate a toxic employee
- Tolerating toxic employees who have valued expertise
- Not assertively seeking employee feedback as to whether there is toxic behavior in the workplace
- Not communicating to all employees the specific interpersonal behaviors that will not be tolerated – with the associated consequences
Managers sometimes attempt to fix this type of problem by addressing a toxic employee’s attitude. And while a toxic employee’s attitude certainly affects his/her behavior, managers usually find that controlling an employee’s attitude is next to impossible.
Managers can be much more effective by:
- Discussing the specific behaviors that are negatively impacting other employees and/or the organization
- Using positive & negative consequences to influence that behavior.
Enroll Now!
Course Agenda
I. Human & Financial Costs Resulting from Toxic Employees – Toxic Employees Create:
- Chaos & unnecessary complexity
- Overt damage
- Covert damage
- Strife, stress & emotional damage
- Productivity, quality & financial losses
II. The A, B, C’s Related to Toxic Employees
- Employee attitudes
- Employee behaviors
- Consequences that managers can exert
III. The Psyche of a Toxic Employee
- Frequently seen toxic behaviors
- Utilize ‘star status’ & technical expertise to intimidate & manipulate
- Chameleon who knows who to flatter & who he/she can abuse Turn their toxicity on & off depending on the impression they want to make
- Three common forms of toxic behavior
IV. Common Reactions to Toxic Employees That Frequently Don’t Work
- Restructuring his/her job to accommodate the toxic employee
- Tolerating toxic employees who bring rare expertise or experience
- Not assertively seeking feedback from employees as to whether there is toxic behavior in the workplace
- Not communicating to all employees, the specific behaviors that will not be tolerated – with associated consequences
V. Effective Approaches for Addressing & Preventing Toxicity – Organization-wide strategies:
- Making positive interpersonal behavior an organizational value
- Evaluating interpersonal behavior as a part of the performance appraisal system
- Training leaders in how to address toxic behavior
- Using behavioral-based interview questions to screen toxic applicants
- Exit interviewing to identify any toxic behavior in the workplace
VI. Departmental & team strategies:
- Defining appropriate interpersonal interactions with behavior-specific descriptions & standards
- Using team discussions & role plays to clarify the application of the behavioral descriptions & standards
- Utilizing a 360-degree feedback process to assess the work environment
VII. One-on-one strategies:
- Stating explicitly that the behavior is not acceptable & why
- Describing both the unacceptable & acceptable behavior
- Asking the employee to commit to & describe how he/she will change his/her behavior
- Frequent, targeted counseling feedback
- Executive coaches
- Progressive discipline
- Termination
VIII. But even terminations are not a cure-all because the:
- Toxic-enabling people & organizational culture tendencies may remain
- Employees may still be resentful of the way they were treated by the employee & the time it took the organization to react
- Expertise & experience of the toxic employee are lost
BONUS:
- PDF copy of the presentation handout for your future reference.
- Soft copy of the certificate of completion on request.
- Q&A Session with the Presenter: Get your pressing questions answered verbally, via chat or email.
I. Human & Financial Costs Resulting from Toxic Employees – Toxic Employees Create:
- Chaos & unnecessary complexity
- Overt damage
- Covert damage
- Strife, stress & emotional damage
- Productivity, quality & financial losses
II. The A, B, C’s Related to Toxic Employees
- Employee attitudes
- Employee behaviors
- Consequences that managers can exert
III. The Psyche of a Toxic Employee
- Frequently seen toxic behaviors
- Utilize ‘star status’ & technical expertise to intimidate & manipulate
- Chameleon who knows who to flatter & who he/she can abuse Turn their toxicity on & off depending on the impression they want to make
- Three common forms of toxic behavior
IV. Common Reactions to Toxic Employees That Frequently Don’t Work
- Restructuring his/her job to accommodate the toxic employee
- Tolerating toxic employees who bring rare expertise or experience
- Not assertively seeking feedback from employees as to whether there is toxic behavior in the workplace
- Not communicating to all employees, the specific behaviors that will not be tolerated – with associated consequences
V. Effective Approaches for Addressing & Preventing Toxicity – Organization-wide strategies:
- Making positive interpersonal behavior an organizational value
- Evaluating interpersonal behavior as a part of the performance appraisal system
- Training leaders in how to address toxic behavior
- Using behavioral-based interview questions to screen toxic applicants
- Exit interviewing to identify any toxic behavior in the workplace
VI. Departmental & team strategies:
- Defining appropriate interpersonal interactions with behavior-specific descriptions & standards
- Using team discussions & role plays to clarify the application of the behavioral descriptions & standards
- Utilizing a 360-degree feedback process to assess the work environment
VII. One-on-one strategies:
- Stating explicitly that the behavior is not acceptable & why
- Describing both the unacceptable & acceptable behavior
- Asking the employee to commit to & describe how he/she will change his/her behavior
- Frequent, targeted counseling feedback
- Executive coaches
- Progressive discipline
- Termination
VIII. But even terminations are not a cure-all because the:
- Toxic-enabling people & organizational culture tendencies may remain
- Employees may still be resentful of the way they were treated by the employee & the time it took the organization to react
- Expertise & experience of the toxic employee are lost
BONUS:
- PDF copy of the presentation handout for your future reference.
- Soft copy of the certificate of completion on request.
- Q&A Session with the Presenter: Get your pressing questions answered verbally, via chat or email.
Who is this course for
Everybody Benefits from Watching This. Even Better When Done as a Group!
- Managers
- Supervisors
- Team Leaders
- Human Resource Professionals
- Business Owners
- Senior Executives
- Project Managers
- Management Consultants
- Entrepreneurs
Everybody Benefits from Watching This. Even Better When Done as a Group!
- Managers
- Supervisors
- Team Leaders
- Human Resource Professionals
- Business Owners
- Senior Executives
- Project Managers
- Management Consultants
- Entrepreneurs
Instructor Profile
Pete Tosh is Founder of The Focus Group, a management consulting and training firm that assists organizations in sustaining profitable growth through four core disciplines:
- Maximizing Leadership Effectiveness
- Strategic Planning
- Implementing Strategic HR Initiatives
- Enhancing Customer Loyalty
The Focus Group has provided these consulting and training services to manufacturing and service organizations across the U.S., Canada, Europe and the Middle East. Pete has worked closely with the leadership teams of organizations such as Exxon, Brinks, EMC, State Farm, Marriott, N.C.I. YKK and Freddie Mac.
Pete is co-author of Leading Your Organization to the Next Level: The Core Disciplines of Sustained Profitable Growth.
Pete holds a B.A. degree in Psychology from Emory and Henry College and Master’s degrees in both Business Administration and Industrial Psychology from Virginia Commonwealth University.