Consultant Proficiency Resources resume its Toxic Workplace series with the final three workplace behaviors contributing to workplace toxicity. Management Study Guide (2015) states that "the foundation pillars of a High-Performance team are mutual trust and confidence, open communication, and a collaborative approach." Several studies purport a link between leadership and the success or failure of high-performance teams. Furthermore, a 2015 Gallup poll reported that approximately 70% of employee engagement depends upon the role played by the leader. There is plenty of evidence supporting the leader's quest to cultivate a positive and creative work climate whereby cultivating trust, communication, and collaboration amongst teams. An effective leader sets the direction and provides the right culture, thus motivating employees to perform optimally, leading to successful results. Thus, leaders must be mindful of workplace behaviors that impede the development of high-performance teams.
As we conclude the series of negative workplace behaviors, as a leader, keep in mind that this list by no means represents the myriad of small and big behaviors that impact your team. CPR's final three behaviors include (1) self-entitlement, (2) jealousy, and (3) misinformation. Let's begin.
Self-entitlement is when an individual perceives themselves as deserving of unearned privileges. These people believe life owes them something; a reward, a measure of success, a particular standard of living. In the business world, a self-entitlement employee is:
Self-fish-it's all about the employee, no team involvement. Remember, there is no "I" in T.E.A.M.
demands preferential treatment
Eric Chester recommends three ways to deal with self-entitled employees:
It’s been estimated that up to 10% of our thoughts involve comparisons.
Jealousy isn’t inherently wrong. Healthy or benign jealousy may serve as a motivator; however, you need to know the difference as a leader. It’s important to recognize when it’s happening in the workplace so that you can handle it appropriately. A few indicators of jealousy at work include when:
Attention is paid to flaws and failures and not victories.
Increased conflict and disagreement
Avoidance and isolation
Negative nonverbal communication such as eye rolls, the crossing of the arms, and constant agitation
Bringing in an employee’s manager for intervention
Reporting incidents to the HR department
Terminating an employee who can’t successfully manage their emotions
There are many ways that misinformation can spread in the workplace, such as gossip, rumor, fake news, and false or inaccurate reports. In the 21st century, it can also spread through social media. As a small business owner, remind your employees of your pillars and foundation for success. According to a recent Twitter study, fake news spreads faster and more widely than the truth. The rationale for the rapid spread of misinformation may include:
To fill the vacuum of information.
To show resistance
To share anxiety or concerns.
Today ends the Toxic Work Culture series on Negative Work Behaviors. CPR will flip the message from toxic to healthy, nurturing, and positive, commencing with High-Performance teams. I hope you continue to use CPR as your small business coach of choice. If you implemented any steps from the Toxic Work Culture series or other posts, please be sure to share with us by sending an email or commenting on the below.