Sara El Kareh
As a manager you might meet a toxic employee with unbearable character. S/he does not stop on blaming others of his/her mistakes, criticizes his/her colleagues , is never satisfied, quarrels a lot with others, insult his/her co-workers, and etc… In addition to that, s/he sends e-mails that reflect his/her rudeness and through which he/she implies that the team is so stupid including the manager too. The way s/he acts hinders the process of the development of the business, and no matter how hard you try to solve the problem; you will for sure fail in doing so. Here, you stand ill at ease without knowing what to do.
Whenever you discuss the problem with him/her, s/he will gain more self-confidence and think s/he is grabbing everyone’s attention. Therefore, there is no other solution than imposing your own authority with respect to your post. So, invite him/her to the office and tell him/her the following:
- There will be no more discussions with him/her; s/he is here to listen and record only.
- His/her attitude and performance must improve a lot.
- S/he is forbidden from criticizing his/her co-workers no matter what. Instead, s/he must be so cooperative in order to help the business as whole.
- S/he must forward to the manager of all the emails s/he sends in the upcoming weeks.
- S/he should not interfere in issues that concern other employees.
- S/he must stick to his/her work only.
- S/he must know that you are giving him/her a chance. If s/he does not change, s/he will be fired.
Use the right tone when talking to such kind of people who pretend that they are too much clever and wise. Don’t even let them give their opinion or argue. Be decisive and crucial; use your position. When you finish talking, stand up immediately; by this act you mark the end of the meeting without even letting them pronounce a single letter. Later on, when it is time to rate the progress of the employees, praise every single positive change done by the toxic employee, mention his/her mistakes, and orient him/her correctly. In case s/he refuses to change, it would be better if you fire him/her letting them know who the manager here is.