Revise all job descriptions. Playing nice in the sandbox should be a mandatory competency of being a high performer. Jerks are never high performers over the long haul if they insidiously subtract from the wellness of the organization. When you do the math, their contribution inevitably ends up in the red.
This kind of toxic behavior gradually becomes normalized on many teams. What we tolerate, we sanction. “Oh, that’s just Bob” is a typical reply from a leader who is unwilling to hold Bob accountable. And the damage continues.
And here’s another thing – It only takes one. Most of us have experienced dysfunctional teams at some point in our careers. There’s usually a ringleader and then a small faction of minions follow. Driven by whatever unresolved psychological issue causes people to treat others badly in order to feel good about themselves, they slowly sap the energy from the ecosystem.
Every single member of the team, regardless of rank or status, is responsible for contributing to the wellness of the entity. There’s no room for Bob unless he steps up. There are countless ways for members to contribute positively:
- Role modeling team-healthy behavior is just as effective as calling bull$#!T when someone causes harm.
- Alignment with team values is just as important as holding others accountable for a violation of the code of conduct.
- Delivering respect during all interactions is equally valuable to calling a time-out to repair a breach when someone has been disrespected.
- Attracting employees committed to workplace wellness achieves the same objective as showing the door to Bob (or whoever Mr. or Ms. Toxic happens to be).
The national employee engagement numbers stay pretty consistent from year to year. Out of every 100 employees, about 30-35 would run through a wall for the team. About 50 come and go each day just doing their jobs and collecting their paychecks. And then, 15-20 come to work each day for the expressed purpose of making life difficult for others.
The focus on culture building across industries over the past decade has shrunk that disengagement ratio, but there are few places that can boast 0%. What would it take to eradicate dysfunctional, toxic, soul-crushing behavior completely from your workplace? Even if it’s only Bob?
