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Inherited a Toxic Team
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Inherited a Toxic Team
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I have recently joined a firm as a manager, inheriting an existing team of 4. The team is split and the 2 groups hate each other. After one month I am still trying to identify the instigator vs. the v
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Inherited a Toxic Team
posted at 4/14/2009 11:54 AM EDT
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Posts: 1
First: 4/14/2009 Last: 4/14/2009 |
I have recently joined a firm as a manager, inheriting an existing team of 4. The team is split and the 2 groups hate each other. After one month I am still trying to identify the instigator vs. the victim(s) in this mess. I think I have isolated the primary instigator - this one's attitude is openly hostile at times - hard to miss. But I do not think upper mgmt. will allow me to terminate her. Meantime I do not know how to get this group out of their long standing feudal positions and move them toward teamwork and cooperation.
Any advice? |
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Inherited a Toxic Team
posted at 4/15/2009 3:57 AM EDT
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Posts: 1783
First: 11/11/2003 Last: 5/13/2010 |
I think that you should share your observations with your boss, and ask whether s/he has any insight on how the situation developed. Be sure to describe specific behaviors that you've seen, and how they affect the work group's effectiveness. Explain why you think the one employee is the "primary instigator."
Then you need to ask for boss's buy-in to handle the situation as you see fit - which could include terminating one or more of the employees if the behavior doesn't change. As far as addressing the problem itself, don't get into who-did-what-to-whom old history with your staff. You can't undo the past. What you CAN do is set expectations about behavior going forward. They don't have to like each other, but they must treat each other with respect. You will not tolerate uncivil behavior such as (give specific examples). Then hold them accountable. |
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Inherited a Toxic Team
posted at 4/16/2009 11:58 AM EDT
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Posts: 464
First: 6/30/2004 Last: 11/22/2010 |
I like the notion of telling the team, as a group, that past behaviors, hurts, hostilities, etc end now. All baggage is to be deposited at the front door. The team is expected to treat each other in a professional manner. Any deviance from this will be handled by you as a disciplinary matter per the companies policies on discipline. If behavior does nto change, the discipline will lead to termination.
Then follow through. |
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Inherited a Toxic Team
posted at 4/17/2009 5:21 AM EDT
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Posts: 50
First: 11/21/2005 Last: 11/2/2009 |
Amen, the only thing I would add is to let them know you are open to helping them work out their issues, but only within the terms you have set for them. When they have grievances, hear them out but keep it rooted in their work. Appeal to their sense of professionalism, do they really want to continue with this atmosphere? How does this affect their ability to do a good job.
I say this because someone will inevitably "test the water" and most likely it will be the person who was not the worst trouble maker so when you punish that person you will be the bad guy because you are new and you don't know their history. Even though they "hate" each other, they will regroup and turn on the leader if one of them is threatened. |
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Inherited a Toxic Team
posted at 4/17/2009 5:02 PM EDT
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Posts: 495
First: 9/30/2000 Last: 8/19/2011 |
I, too, inherited a toxic group of 18 - there were several camps and victims. There is an excellent book called The Joy of Conflict Resolution: Transforming Victims, Villains and Heroes in the Workplace and at Home by Gary Harper. It's well worth the read and will give you some insight. The above posts are spot on about setting expectations going forward and working with them to create a more positive workplace for everyone. |
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