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7 Steps to Deal With Toxic People

A delegate during my training session said, “The best way to deal with poor behaviour is to ignore it, avoid it or hide behind it.  But how do you ever have a chance to get better if you’re not aware of the poor behaviour?”

The effect of toxic people in your organisation – 7 steps to deal with toxic people

People can come with a toxic mentality and this needs to be addressed.

We find all too often that we are dealing with toxic people nowadays.  They can be internal to your organisation as well as external.  But the bottom line is that they are bad news to you and your business.

What can you do to get rid of toxic people?

Here are 7 simple steps to consider:

  1. Address it straight away. Make sure that you attack any toxic behaviour immediately.  It’s a leader’s role to set the culture in the organisation.
  2. If it’s cancer, put chemo on it! Don’t give it a chance to spread.
  3. Look for the source. According to Gallup, 51% of the workforce are disengaged and a further 16% are actively disengaged. The chances are that these 16% aren’t just unhappy at work — they are resentful that their needs aren’t being met and are acting out their unhappiness. Every day, these workers potentially undermine what their engaged co-workers accomplish.
  4. Ensure that they have job clarity. Employees who are directly responsible for managing timely customer requests tend to rely on their co-workers, managers and leaders to provide the necessary guidance, tools and equipment for them to be able to deliver on client promises and reduce workplace stress. It is critical that they understand their job and the ways they can serve others well.
  5. Develop relationships with remote workers. When employees possess a deep sense of affiliation with their team members, they are driven to take positive actions that benefit the business — actions they may not otherwise even consider. The amount of time employees spend in the office influences their connection to other people and the company, and for employees serving others, this need is magnified.
  6. Ensure that they are managed by engaged leaders.  Employees who are supervised by highly engaged managers are 59% more likely to be engaged than those supervised by actively disengaged managers.
  7. Call people on their behaviour. As a leader, you need to be strong enough to call them on it otherwise it can rip through your entire team.

 

As you consider these seven steps, ask if you are you going to slow yourself down to their speed or are you going to ask God to bring them up to your level?

Because if you bring yourself down to their level, are you really doing the best that you can for yourself, your business or your family with the talents that God has given you?

Nsanz GSF