WEBVTT
00:10.213 --> 00:13.674
[SPEAKER_01]: Welcome to Daily Influence, your daily dose of positive influence.
00:14.114 --> 00:19.316
[SPEAKER_01]: I'm Brian Smith founder of IA Business Advisors and co-author of the Iain team series.
00:19.756 --> 00:27.239
[SPEAKER_01]: Each day we share stories and insights to help you find be and build your influence in a positive and responsible way.
00:27.608 --> 00:31.971
[SPEAKER_00]: And I'm Greg Clino, partner at IE Business Advisors, and co-host of Daily Influence.
00:32.292 --> 00:38.717
[SPEAKER_00]: Be sure to follow, subscribe, and share Daily Influence with someone who could use a little extra positivity today.
00:38.997 --> 00:46.583
[SPEAKER_00]: And make us part of your Daily routine, whether it's during your commute, on a walk, or an quiet moment just for you, because you're influenced matters.
00:48.381 --> 01:11.824
[SPEAKER_01]: Hey everybody, Brian Smith here with the iM team series and your daily influence and today we're going to be talking about how we can deal with toxic employees, I've actually been getting a lot of social media advertisements about dealing with toxic employees, how to manage them, you know, what I see missing is.
01:12.945 --> 01:14.425
[SPEAKER_01]: what is a toxic employee?
01:14.465 --> 01:22.907
[SPEAKER_01]: What I might think is toxic and other might think is something different, you know, business is usual, especially in certain atmospheres.
01:23.107 --> 01:37.029
[SPEAKER_01]: There are certain markets where there is more what I would call drama that could be defined as toxic, but others might view it as just, you know, enter at the watering hole.
01:37.389 --> 01:40.030
[SPEAKER_01]: So I think what's really important is
01:41.071 --> 01:50.398
[SPEAKER_01]: that we understand first our individual definition of a toxic employee in our organization.
01:50.418 --> 01:57.144
[SPEAKER_01]: And, you know, first of all, toxic person in our organization isn't necessarily a poor performer.
01:57.464 --> 02:00.286
[SPEAKER_01]: They can meet or even exceed expectations.
02:01.727 --> 02:19.291
[SPEAKER_01]: Those expectations might be tactical and on paper, what really defines toxicity and what a toxic person is is behavior that consistently undermines our team, the team cohesion, it damages morale, it erodes trust.
02:19.571 --> 02:22.352
[SPEAKER_01]: And the individuals they might be manipulative.
02:22.512 --> 02:25.412
[SPEAKER_01]: They might gossip or resist feedback.
02:25.472 --> 02:28.733
[SPEAKER_01]: They may display passive aggressive behavior.
02:29.213 --> 02:43.306
[SPEAKER_01]: their influence can quietly oftentimes destabilize even the strongest cultures, and it makes it vital for us as leaders to look past just performance.
02:43.326 --> 02:51.153
[SPEAKER_01]: And think about the ripple effect of the behaviors that happen within our organizations, because you know, look, we spend
02:52.316 --> 03:10.495
[SPEAKER_01]: Some of us, almost a third of our lives in our work environment, and we can get very comfortable in those environments that comfort has us taking for granted that we're in these environments and we that are guard down and we might oftentimes behave in a way that we don't even realize.
03:11.288 --> 03:24.622
[SPEAKER_01]: which takes us to the next point that I want to bring up in dealing with what we define as toxic behavior, which is training to identify toxic behavior in your organization.
03:24.642 --> 03:32.350
[SPEAKER_01]: In doing that early, we have to be equipped with the tools to see these subtle signs, the forehead spreads and
03:32.770 --> 03:43.513
[SPEAKER_01]: degrades our culture degrades the efficiency of our organization starts to disrupt our ability to communicate and to do what we do in our individual businesses.
03:44.673 --> 03:58.577
[SPEAKER_01]: You can do things like training on emotional intelligence, train on active listening, understand what active listening is, an active listening isn't just about hearing, it's about seeing body language and how people react,
03:59.310 --> 04:00.590
[SPEAKER_01]: around one another.
04:01.071 --> 04:04.571
[SPEAKER_01]: Having that observational awareness is amazingly important.
04:05.272 --> 04:13.294
[SPEAKER_01]: Look for patterns, recurring conflict, exclusionary behaviors, isolation, a shift in team energy.
04:14.354 --> 04:17.755
[SPEAKER_01]: And that's not just on the whole team, but also individuals.
04:17.795 --> 04:25.077
[SPEAKER_01]: If you see an individual who is backing away, who is becoming more siloed, you know, those are
04:26.228 --> 04:32.752
[SPEAKER_01]: examples of a person who might be being affected by toxic behavior.
04:33.713 --> 04:39.516
[SPEAKER_01]: In encouraging feedback culture, look feedback loops are so important in organizations.
04:39.796 --> 04:41.497
[SPEAKER_01]: Their important to us is individuals.
04:41.838 --> 04:49.262
[SPEAKER_01]: The best way for us to improve ourselves is to have a feedback loop on our own behavior about the things that we do as individuals.
04:49.502 --> 04:51.363
[SPEAKER_01]: I experience this all the
04:56.200 --> 05:01.002
[SPEAKER_01]: And I'm constantly having to think about more intentionally how I behave.
05:01.462 --> 05:11.385
[SPEAKER_01]: So provide an encourage for positive feedback loops, a feedback culture, where team members can express their concerns without fear.
05:11.906 --> 05:13.766
[SPEAKER_01]: Look, these concerns are about improvement.
05:13.886 --> 05:17.428
[SPEAKER_01]: They're not about discipline, they're not about accountability, really.
05:17.608 --> 05:21.409
[SPEAKER_01]: I mean, they are, but not accountability in the sense that we're
05:24.978 --> 05:44.716
[SPEAKER_01]: an early identification prevents long-term damage, and it creates that culture of accountability that actually leans into continuous improvement, not discipline, not fear, but something that's very positive and responsible for us as leaders and individuals in our organizations.
05:45.276 --> 05:55.065
[SPEAKER_01]: And then, remediating toxic behavior, look, you're going to get to a point where we have to remediate it and what that remediation looks like is really important.
05:55.345 --> 06:05.855
[SPEAKER_01]: When you identify an individual who might have toxic behavior, it shouldn't be a goal to immediately extract them from the environment.
06:06.372 --> 06:07.314
[SPEAKER_01]: It's about realignment.
06:07.334 --> 06:08.337
[SPEAKER_01]: It's about improvement.
06:08.417 --> 06:15.252
[SPEAKER_01]: What I just said structured remediation is about continuous improvement and it begins with direct but respectful.
06:16.162 --> 06:33.566
[SPEAKER_01]: and positive conversations rooted in clarity and your corporate values, use coaching, use development plans, regular check-ins to support that behavioral improvement that you are looking for within individuals and your overall team structure.
06:33.846 --> 06:37.046
[SPEAKER_01]: Make expectations explicit and measurable.
06:37.346 --> 06:44.868
[SPEAKER_01]: We teach this in smart communications, being specific, being measurable, making sure that what we're asking for or expecting
06:45.908 --> 07:07.995
[SPEAKER_01]: realistic and it's timely and be prepared if the toxicity persists to spite good way efforts protecting the team might require very decisive and quick action remediation is about giving the individual a fair and understandable smart path to a positive and responsible and the
07:08.335 --> 07:16.396
[SPEAKER_01]: So, you want to do that in the best and healthy way for you and your team, each individually and individual has a group.
07:16.617 --> 07:22.177
[SPEAKER_01]: So, that's the way to not enable continuous toxic behavior.
07:22.398 --> 07:23.578
[SPEAKER_01]: That's the way to remediate it.
07:23.598 --> 07:25.838
[SPEAKER_01]: That's the way to understand it, identify it.
07:26.058 --> 07:30.199
[SPEAKER_01]: Look, remember, influence starts with awareness.
07:30.659 --> 07:34.800
[SPEAKER_01]: And sometimes that means addressing the uncomfortable to protect what matters most, your
07:37.243 --> 07:43.007
[SPEAKER_01]: stay intentional, stay kind, and keep building the best version of your team.
07:43.848 --> 07:47.230
[SPEAKER_01]: Until next time, thanks for joining me on The Daily Enforcement.
00:10.213 --> 00:13.674
[SPEAKER_01]: Welcome to Daily Influence, your daily dose of positive influence.
00:14.114 --> 00:19.316
[SPEAKER_01]: I'm Brian Smith founder of IA Business Advisors and co-author of the Iain team series.
00:19.756 --> 00:27.239
[SPEAKER_01]: Each day we share stories and insights to help you find be and build your influence in a positive and responsible way.
00:27.608 --> 00:31.971
[SPEAKER_00]: And I'm Greg Clino, partner at IE Business Advisors, and co-host of Daily Influence.
00:32.292 --> 00:38.717
[SPEAKER_00]: Be sure to follow, subscribe, and share Daily Influence with someone who could use a little extra positivity today.
00:38.997 --> 00:46.583
[SPEAKER_00]: And make us part of your Daily routine, whether it's during your commute, on a walk, or an quiet moment just for you, because you're influenced matters.
00:48.381 --> 01:11.824
[SPEAKER_01]: Hey everybody, Brian Smith here with the iM team series and your daily influence and today we're going to be talking about how we can deal with toxic employees, I've actually been getting a lot of social media advertisements about dealing with toxic employees, how to manage them, you know, what I see missing is.
01:12.945 --> 01:14.425
[SPEAKER_01]: what is a toxic employee?
01:14.465 --> 01:22.907
[SPEAKER_01]: What I might think is toxic and other might think is something different, you know, business is usual, especially in certain atmospheres.
01:23.107 --> 01:37.029
[SPEAKER_01]: There are certain markets where there is more what I would call drama that could be defined as toxic, but others might view it as just, you know, enter at the watering hole.
01:37.389 --> 01:40.030
[SPEAKER_01]: So I think what's really important is
01:41.071 --> 01:50.398
[SPEAKER_01]: that we understand first our individual definition of a toxic employee in our organization.
01:50.418 --> 01:57.144
[SPEAKER_01]: And, you know, first of all, toxic person in our organization isn't necessarily a poor performer.
01:57.464 --> 02:00.286
[SPEAKER_01]: They can meet or even exceed expectations.
02:01.727 --> 02:19.291
[SPEAKER_01]: Those expectations might be tactical and on paper, what really defines toxicity and what a toxic person is is behavior that consistently undermines our team, the team cohesion, it damages morale, it erodes trust.
02:19.571 --> 02:22.352
[SPEAKER_01]: And the individuals they might be manipulative.
02:22.512 --> 02:25.412
[SPEAKER_01]: They might gossip or resist feedback.
02:25.472 --> 02:28.733
[SPEAKER_01]: They may display passive aggressive behavior.
02:29.213 --> 02:43.306
[SPEAKER_01]: their influence can quietly oftentimes destabilize even the strongest cultures, and it makes it vital for us as leaders to look past just performance.
02:43.326 --> 02:51.153
[SPEAKER_01]: And think about the ripple effect of the behaviors that happen within our organizations, because you know, look, we spend
02:52.316 --> 03:10.495
[SPEAKER_01]: Some of us, almost a third of our lives in our work environment, and we can get very comfortable in those environments that comfort has us taking for granted that we're in these environments and we that are guard down and we might oftentimes behave in a way that we don't even realize.
03:11.288 --> 03:24.622
[SPEAKER_01]: which takes us to the next point that I want to bring up in dealing with what we define as toxic behavior, which is training to identify toxic behavior in your organization.
03:24.642 --> 03:32.350
[SPEAKER_01]: In doing that early, we have to be equipped with the tools to see these subtle signs, the forehead spreads and
03:32.770 --> 03:43.513
[SPEAKER_01]: degrades our culture degrades the efficiency of our organization starts to disrupt our ability to communicate and to do what we do in our individual businesses.
03:44.673 --> 03:58.577
[SPEAKER_01]: You can do things like training on emotional intelligence, train on active listening, understand what active listening is, an active listening isn't just about hearing, it's about seeing body language and how people react,
03:59.310 --> 04:00.590
[SPEAKER_01]: around one another.
04:01.071 --> 04:04.571
[SPEAKER_01]: Having that observational awareness is amazingly important.
04:05.272 --> 04:13.294
[SPEAKER_01]: Look for patterns, recurring conflict, exclusionary behaviors, isolation, a shift in team energy.
04:14.354 --> 04:17.755
[SPEAKER_01]: And that's not just on the whole team, but also individuals.
04:17.795 --> 04:25.077
[SPEAKER_01]: If you see an individual who is backing away, who is becoming more siloed, you know, those are
04:26.228 --> 04:32.752
[SPEAKER_01]: examples of a person who might be being affected by toxic behavior.
04:33.713 --> 04:39.516
[SPEAKER_01]: In encouraging feedback culture, look feedback loops are so important in organizations.
04:39.796 --> 04:41.497
[SPEAKER_01]: Their important to us is individuals.
04:41.838 --> 04:49.262
[SPEAKER_01]: The best way for us to improve ourselves is to have a feedback loop on our own behavior about the things that we do as individuals.
04:49.502 --> 04:51.363
[SPEAKER_01]: I experience this all the
04:56.200 --> 05:01.002
[SPEAKER_01]: And I'm constantly having to think about more intentionally how I behave.
05:01.462 --> 05:11.385
[SPEAKER_01]: So provide an encourage for positive feedback loops, a feedback culture, where team members can express their concerns without fear.
05:11.906 --> 05:13.766
[SPEAKER_01]: Look, these concerns are about improvement.
05:13.886 --> 05:17.428
[SPEAKER_01]: They're not about discipline, they're not about accountability, really.
05:17.608 --> 05:21.409
[SPEAKER_01]: I mean, they are, but not accountability in the sense that we're
05:24.978 --> 05:44.716
[SPEAKER_01]: an early identification prevents long-term damage, and it creates that culture of accountability that actually leans into continuous improvement, not discipline, not fear, but something that's very positive and responsible for us as leaders and individuals in our organizations.
05:45.276 --> 05:55.065
[SPEAKER_01]: And then, remediating toxic behavior, look, you're going to get to a point where we have to remediate it and what that remediation looks like is really important.
05:55.345 --> 06:05.855
[SPEAKER_01]: When you identify an individual who might have toxic behavior, it shouldn't be a goal to immediately extract them from the environment.
06:06.372 --> 06:07.314
[SPEAKER_01]: It's about realignment.
06:07.334 --> 06:08.337
[SPEAKER_01]: It's about improvement.
06:08.417 --> 06:15.252
[SPEAKER_01]: What I just said structured remediation is about continuous improvement and it begins with direct but respectful.
06:16.162 --> 06:33.566
[SPEAKER_01]: and positive conversations rooted in clarity and your corporate values, use coaching, use development plans, regular check-ins to support that behavioral improvement that you are looking for within individuals and your overall team structure.
06:33.846 --> 06:37.046
[SPEAKER_01]: Make expectations explicit and measurable.
06:37.346 --> 06:44.868
[SPEAKER_01]: We teach this in smart communications, being specific, being measurable, making sure that what we're asking for or expecting
06:45.908 --> 07:07.995
[SPEAKER_01]: realistic and it's timely and be prepared if the toxicity persists to spite good way efforts protecting the team might require very decisive and quick action remediation is about giving the individual a fair and understandable smart path to a positive and responsible and the
07:08.335 --> 07:16.396
[SPEAKER_01]: So, you want to do that in the best and healthy way for you and your team, each individually and individual has a group.
07:16.617 --> 07:22.177
[SPEAKER_01]: So, that's the way to not enable continuous toxic behavior.
07:22.398 --> 07:23.578
[SPEAKER_01]: That's the way to remediate it.
07:23.598 --> 07:25.838
[SPEAKER_01]: That's the way to understand it, identify it.
07:26.058 --> 07:30.199
[SPEAKER_01]: Look, remember, influence starts with awareness.
07:30.659 --> 07:34.800
[SPEAKER_01]: And sometimes that means addressing the uncomfortable to protect what matters most, your
07:37.243 --> 07:43.007
[SPEAKER_01]: stay intentional, stay kind, and keep building the best version of your team.
07:43.848 --> 07:47.230
[SPEAKER_01]: Until next time, thanks for joining me on The Daily Enforcement.
