How To Handle Team Members with Bad Attitudes - 6 Tried & Tested Steps
ฝัง
- เผยแพร่เมื่อ 2 มิ.ย. 2024
- How to handle team members with bad attitudes? Disruptive team members are a problem we have all faced either when managing a team or working in a team. Other team member’s bad attitudes can quickly affect your attitude and performance and the team’s attitude and performance. Dealing with negative employees is energy draining at the best of times for those around them.
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Examples
Starting the first conversation with an employee with a bad attitude is hard. What do I say? Will they be angry? How will they react? - are all common questions we ask ourselves. Make having this conversation much easier by using these examples of how to start these difficult conversations enhance.training/lm-lp/eg-con...
Course:
How to tackle difficult people and get great results every single time: enhance.training/lp/manage-di...
The full Management Skills Accelerator Course: enhance.training/msa-usp006
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Learn six tried and tested steps for how to manage disruptive employees successfully. The most important step when thinking about how to handle employees with bad attitudes is not to ignore the problem. It rarely goes away and usually gets worse if ignored.
Plus the rest of your team will start picking up the same bad behaviour or habits. You must take action.
Employees with bad attitudes can come about for a wide range of reasons. These reasons might be related to the working environment, colleagues or management or they may be a result of issues outside of work. Find out why the bad attitude has started before doing anything else.
The next step when planning how to handle employees with bad attitudes is to work out what the best plan of action would be. This very much depends on the situation and the person.
Dealing with negative employees is a lot easier once you have set out your expectations for their behaviour. Put your expectations in writing and be clear with the negative employee what is acceptable and what is not.
Then support the individual to improve their attitudes or if they can’t or won’t change their bad attitude, move them out of your team and company.
00:00 Intro
01:47 Do not ignore the problem
03:26 Find out The Why
05:18 Temporary or Permanent?
06:33 The Best Course Of Action
07:46 Set Expectations
09:42 Make The Change Happen
11:06 In Summary
If you have any questions or comments, please leave them in the comments section below and I will get back to you.
Jess
enhance.training
I have had a bad attitude for years but i keep it to myself. It shows itself by me not participating in things like team building exercises, DEI and other wastes of time.
It is great that you are honest to admit you have a bad attitude and even better for keeping it to yourself. Many of the "team building" exercises are of low value though they can be fun and you get to see different sides to colleagues.
thanks 🙏 for these positive tips friend ❤
You are so welcome!
What if you bring an employee bad attitude to the manager and still refuse to do anything
What if you don't have a bad attitude but are portrayed as doing so at any given opportunity because it suits a scapegoating blame culture? If management keep getting rid of staff is theres a chance they are the problem creating the toxic culture.
If staff turnover is high, then I would agree there are likely problems with the management approach and culture. One person is going to struggle to change this. J
I've LIVING THIS for two years now! I stg I am not cruel or nasty. I wish I knew what it was that people hate about me so I could fix it.
I was just fired from a lead cook position due to "your attitude".
My first week of employment I was given a $2 raise for my knowledge and speed and whatnot. I got two days of training and then the manager went on vacation for a week. The aid got sick so I was alone that entire week. I didn't know what I was doing and the teachers were all harsh and rude about the mistakes I made. The next week I got covid and was told return in three days. No four days and two tests. No five days and three tests. From that point on they treated me like I wasn't there, they wouldn't include me in any conversation regarding MY kitchen (as I am the lead). The teachers refused to talk to me, my supervisor never checked on me.... so how could they even know my attitude.... as I type this I just feel stupid and hopeless. Nobody ever believes that it's not my fault because it happens all the damn time. I wish giving up was an option
@@sweetiemageetie7805 yes sounds bad and the assumption can be from the outside you are at fault. However their can also be cultural problems. Scape goating for example can be for many reasons non of which involve the scapegoat being bad at their job. Isolatiating someone is a form of work place bullying. Again this can be a top down cultural problem and people are largely glad to not be the person it is happening to. I am no expert but have been in difficult situations and got through. I am not in position to say anything other than to value and look after yourself and best wishes.
@@Enhancetraining thank you for your response appreciated
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I need advice on how to handle coworkers who refuse to get along. Both are holding grudges. Both refuse to work together. If I grant a schedule change- it will be as if their behavior is okay.
I agree that is you give in and change schedules, you put yourself in difficult position. Have you tried getting the two together to resolve their conflict? th-cam.com/video/EDMY39JE1sY/w-d-xo.html might help you. Have you explained the consequences of their actions and the impact on you, the team and them? Setting out clear expectations is a cruicial step and explaining why you are setting the expectations. If they don't meet reasonable expectations, then you can take more concreate actions to increase the pressure on them to change. J
What if the person is a leader on your team? And the one who hired you? And their expertise is needed? 😢
That is pretty tough. You could try to very diplomatically suggest alternative approaches that would be better received by the team. J
Great advices but what if he is not seeing you as the leader ? and tells you in many occasion (in private so far) that you dont have experience to manage team (including him) while not listening to you in first place in order to come up with such conclusion ?
How do you measure experience - is it time or quality or both? What has worked well for me in the past in similar situations is to focus on how you can help that individual personally. What can you do to make their job easier, better, less stressful. In might removing annoying low value tasks or barriers, or it might be protecting them from getting pulled from pillar to post. Make sure they see you help them. This wins their appreciation and starts to build trust. Your confidence in managing them plays a part too. Manage your body language and emotions as best you can when you are speaking with them. Don't give up. Jess
I’ve had someone like that on my team for a few years. Eventually they started to undermine me and influence how others started to see me. They started to spread negative opinions amongst the youngest team members whom they were managing. It came to a point that they started to ignore my instructions - and I was unable to do my job. So after working with this person for 8 years, and enduring two years of rebellion from them (it coincided with them going through a divorce starting two years ago - and the same rebellion they had with their husband, they were suddenly also projecting the same on me). I tried getting them coaching and even giving them a raise to encourage them. But nothing. There is a general disdain for any authority that has seeped in, and this odd desire to create clicks. I finally, made the hard decision to let them go - we are in that process now. I am very anxious about the transition as they have massive responsibilities. Looking back, after listening to this video, they should have been let go two years ago, before causing so much damage. I’m going to have a lot of perceptions to fix after this person is gone.
I am glad you have decided to let the person go. Putting up with poor behaviour sends the wrong signals to everyone, including the person behaving poorly. I also learnt this the hard way early in my career. Acting quickly and setting fair and resonable expectations as soon as team members start becoming a problem is so important. Providing support is also very important - and its great to see you do this too. For a fair exchange, I believe the problematic person also needs improve otherwise then should go.
@@Enhancetraining Thank you. That's a really good point about the poorly behaving person needing the exchange...
Its easy to fix skills its hard to change attitude. Ship them out replace them.
Interesting
Glad the video was useful
Why does he have a bad attitude - personal problems, technical challenges, negative thinking , no appreciation or not reward over the year
Thanks for your comments.
What if i am reporting and my manager completely ignores?
When you are reporting to your manager, make sure you have multiple examples (as detailed as you can make them). This gives you credibility and establishes a pattern. If you have done this and your manager is ignoring you, the manager is not doing their job. You would need to esclate to your manager's boss and/or HR. This is not an easy step and may have repercussions on you. Use your judgement - you know the people and the culture (and I don't). Good luck. J
For me the person with the bad attitude is always the Boss...
It is pretty tough when it is the boss with a bad attitude.
What if you have a bad attitude but you do an amazing job? Can there be a place for a person that wants to be left alone?
I guess that depends what job your are in currently and how much you need to interact with others so that the team overall does well. I would imagine there are more solo jobs out there.
@@Enhancetraining most recently a cook, in a kitchen for two and a custodian. These are both jobs that require minimal interaction. I intentionally seek jobs with minimal interaction.
Problem is, your isolation or silence can make others see certain situations that stem from you or depend on you differently from the truth. Because they cannot read your mind.
They really don't want to force you to speak up but they definitely get frustrated when they realize that they don't want to be a team with you when there's a millions of opportunities to deal with a better attitude that delivers as much as you do.
You make them feel stuck with you, and you force them to seem as if they are obsessed with you when they are DYING to hold up their dignity and show both YOU and THEMSELVES thay they are not obsessed with you. You are just not up to speed enough for them to not have to follow you or dig for your "good work".
Look, it's frustrating when you know it's not impossible to have a better attifor a team member but for some reason cannot reach that possibility as easily as they should because you are there occupying the job.
I hope God heals you enough to stand up to whatever makes you curl up in isolation and destructive behaviour. That is, the enemy's deceitful perceptions.
@@ntombitobela the problem is, that people want to control every aspect of me. And they don't pay me enough to do that.
My boss thought i had an additude with her when I don't feel I did... She didn't tell me anything about how she felt and went straight to writing me up. Apparently she claims its b rn like thiw for two weeks. I'm trying to understand why she feels that way. The only thing i can do think of is im just more serious but I'm going through something personal and I know I didn't take it out on anymore but im not going to be happy happy about everything I do.
@DayanaDeHabana - not getting told or warned before being writen up is more than a little unfair after such a short time. Trying to understand the cuases and adjust your behaviour (to a point) is a very sensible approach to the situation and will help you personally. I hope your boss appreciates your efforts!
Maybe you're less social, upbeat and don't like smalltalk. Your manager is trying to socialize and takes your standoffish behavior as rude.
Focus on being good at what's in your job description, and let your manager know you're not being rude, you're not as conversational or talkative as other people.
Do private meeting - hear more and say less.
If this is temporary than its fine but if permanent then escalate it to senior
They need change
Agreed - always handle difficult conversations in private. I am always amazed as to why people develop bad attitudes - it can be from the simplest things (as you see them) so definitely ask questions and listen a lot.
The script is very random I got confused what it is trying to communicate
Thanks Steve for your comments. What part did you get confused on?
Won't work with a colleague who is more senior in the hierarchy. I don't waste my energy on this because I frequently get tired of people. For example. My senior colleague has been there 20 years, not hope I would involve myself. Their culture is from Nigeria so yelling is just an innate behaviour and there are healthcare practitioners that are a pain to deal with. Excessive complaining is a downer
It sounds like you are in a very tough environment. Would a better environment help?
What if they just don’t like to work there but they want salary
Never an easy situation. Are you happy enough with their contribution to the team or are they falling short? If faling short, then setting expectations higher than their current contribution and asking them to do more is an option. Are you prepared to performance manage those that don't respond, and is it a realistic possibility that they might lose their jobs if there is no improvement? Are you able to replace these staff in a sensible way? What other incentives can you create that would encourage these staff members to do more? What support can you get from team members with a good attitude (peer pressure)? What do you think is best?
Fire em
Firing an employee is the second highest cost to you personally and the company of 4 common actions you can take. Replacing employees cost between 30% to up to 400% of annual salary once all the direct and hidden costs are taking into account. There are better options to try first - for you and company. J
no dont speak to manager talk to the person yourself give him praise for sometging good he is doing
Positive reinforcement and praise - hopefully you are doing this already and if not, start. It is a great way to show your appreciation of the good stuff. Thanks Jose!
Starting the first conversation with an employee with a bad attitude is hard. What do I say? Will they be angry? How will they react? - are all common questions we ask ourselves. Make having this conversation much easier by using these examples of how to start these difficult conversations enhance.training/lm-lp/eg-conversations-difficult-84572/
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how much does this cost?
I need help with my bad attitude I can’t seem to control it
I think you're coming at this from the incorrect direction! How should we deal with management?
When the standard they tell you literally changed hourly and only surpassed by their micromanaging. When you tell them you work phone isn't working and they tell you it's beta test glitching. Then come at you because your metrics aren't present. So you tell them, again, the phone isn't working, I can't complete my tasks. There's way more but not enough space. So I ASK YOU!
When does being an energetic, engaged, team player becomes an enabler for bad management?
If your team isn't performing, it's YOUR fault.
Period.
A poor carpenter blames his tools.
So go talk to the complaining associate, but be ready to hear all about you.
It has nothing to do with me thinking I'm smarter .
@larrymiller5253, you raise a lot of very important points. Team performance is the manager's responsibility. Improving team performance is every manages most important goal. Both manager and team members are part of the overall team. Both manager and team members need to do their parts to create a great atmosphere to work in and good team performance. I know there are a lot of poor managers out there which hinder teams and making working difficult. Many managers have had no training and learning by trail and error is difficult, time consuming and painful for everyone. Others probably should go into a different career. Unfortunately, there is rarely a simple answer (it would be very nice if there were!). I know that good management starts with the manager's mindset and behaviours. Good management skills help amplify the impact the manager can make. J
I have a coworker who will give sarcastic comments when I tried explaining an issue in my team about a financial systematic issue that need more time to solve but this person will just come to insist that our team has to get the result on time because we have passed deadline. She doesn't even bother asking how we we got trouble although we are trying our best to solve by seeking help to HQ IT team and have to wait more time. She mocked me and my team saying "if HQ doesn't get back you, go find solution yourself!" (in a rude way). She is a finance clerk who is in charge for closure issues. I want to expose her attitude to her manager but this person will take things personally and affect our working relation. Please advise.
@zevita6400 - there is not an easy answer to your question. What is going to be worse - putting up with sarcastic comments or putting up with a damaged relationship with your coworker - only you can answer this. Have you tried speaking directly to your co-worker and explaining why you take offense to the sarcasum etc and what you would you would like from her? J
@@Enhancetraining thanks. Indeed, it's not easy to putting up. Each of us has mission to accomplish but because face issues and our mission is hindered, what we need is actually how we can understand each other's situation by communicating with respect.
agreed!
Bad attitude comes with bad management so take care of the source not the employees stop blaming the employees and start looking at management for pencil whipping numbers to make up for their bad management skills
There are lots of reasons for bad attitudes and one of the common ones is bad management. There are just as many on the employee side. Each situation is different.
I don't want any association with u people bye
Thanks and bye
This video gave me a bad attitude. Blah blah snoor
What would you do to improve it?
Is it the Managers Job to handle bad attitudes or is the lead able to as well?
Ideally it would be everyone else in team stopping bad attitudes. The whole team is affected after all. It is certainly the manager's job to take the lead on people issues. J
Is lying considered insubordination?
@RachelsBadAssJamz64 - I would avoid lying at work. I would expect that it is a disciplinary offense in most employment contracts in some form. Trust should be a big deal in any team. J