#toxic

It is a known fact that toxicity is all around in business. If you have ever had to participate in any form of group project, you have most likely had an encounter with toxicity. One key question to debate when thinking whether or not you work environment is topic is this: “Is your work just tough or is it actually toxic?” Some work conditions can actually be simply tough and not toxic. Most work places do not start out toxic, it usually sparked by behavior. This behavior differs from the rest of the group and that is what begins to cause the controversy. Thankfully, there are a few steps to deal with a toxic team.

Sheldon being #toxic

Step one, locate the toxic behaviors and how they impact the company. As a manager or leader, the first thing you should do in this step is to make a list. A list of behaviors that you see as most troubling in the workplace. Try to find out what bothers you the most and what is bothering others. Listen to your co-workers and follow their suggestions. As a past leader of a group, I have realized just how important listening to others suggestions is. Upon making a list, you then need to analyze the list and find which behaviors are making the biggest impact on the company. After this, you need to prioritize assumptions made and move on to step two, assigning blame.

When it comes to assigning blame, as a leader, you must know that you are somewhat to be blamed for as well. You are the one that could not find the problem soon enough and let the toxicity spread. Being able to accept some responsibility will help you in choosing the correct interventions for you and your team. Remember, no matter the poor quality of some of your workers, you are mainly to blame. This may be very hard to accept especially when the boss asks you what is wrong. I personally struggle taking responsibility, I hate being in the wrong. It would be wise to explain to him the problem using direct and indirect forms of claiming responsibility.

Step three, choosing interventions. The interventions you choose should address behaviors, not emotions. Whilst having an intervention, it is important to not let emotions get in the way of hiding the truth. Every member of the team needs to know what is going on and they all need to give their side of the story. A common form of interventions is group therapy. This can be in the form of a hike that leads to discussion. afterwards. They should happen outside of the workplace. Interventions need to focus on leaving the past behind and starting anew. I personally have never had to enforce an intervention in the workplace, but it is important to know how and when to choose them in the future.

Step four, implement interventions and observe. The success of your business will depend on how well you have implemented the interventions you hand picked. It is important that you watch you workers after the intervention closely. This will prevent what happened last time, as you will see the problem sooner. You should also let your co-workers know what is acceptable and what is frowned upon. If they disagree, then you may have to consider releasing them from the team or let them know that they are on thin ice until they turn things around.

Conclusively, it is easy to see just how hard being a leader can be. There are so many things that can drive you batty as a manager. Toxicity is just one example. Never fear though, follow the steps above to the best of your efforts in order to limit the chances of your workplace becoming toxic.