While having numerous discussions, reading various articles and research papers, I have come across several that mirror our discussions here – finding solutions to "halt the infectious spread of toxicity" in the workplace. (Elizabeth Holloway, 2011)
Here is a two-pronged approach by Elizabeth Holloway:
Address the system that promotes toxicity:
• Uncover who are the "protectors” that allow these behaviors to be tolerated
• Investigate how and why these behaviors really are just a small part of a larger issue/concern
• How does your organizational values either support or stop toxicity behavior and development in the work culture?
Intervene with the individual(s) after the systemic components are addressed.
The value to your team members is they shift their approaches when working with the person after changing the system so it encourages respectful behavior and conduct by:
• Identifying the costs of allowing the toxicity
• Discouraging those who “protect” the toxic person
• Reversing previously used unsuccessful strategies
• Rethinking actions affecting both the bottom line and your organization’s employee’s
Common question people asked;
How do you give feedback to someone who is unaware they are abrasive or toxic?
What happens if your best performer is toxic?
How can these actions be included in a performance review process?
It is important we remember by ignoring the problem we as leaders simply feeds the problem until the effects are felt within and beyond our company.
To review Elizabeth Holloway’s article: http://www.elizabethholloway.com/?page_id=40
If you have questions please call me; Tamara Parris, Employee Relations Coach, 416-548-4237, http://www.businessaccountability.com , email@example.com