Define your boundaries when unacceptable behavior transpires.
For example, when intimidation occurs, say, "Are you trying to intimidate me? If so, please stop. It is not acceptable, and I will not engage further if it continues." This typically stops the toxic person because they do not want to own up to their behavior.
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You’re trying to make the relationship better, so don’t jump to conclusions, be petty or accusatory. State what you’re experiencing in a non-threatening way and follow it with a question.
Here’s an example for a micro-managing boss: “I’m really excited to be working on this project. I’d like to try a bit more soloing. Would you be comfortable with that?”
If a person is always pushing in a different direction, they are making it difficult to reach your objectives and achieve your vision.
You should follow the process, document all interactions and inspire the person to correct the behavior. If they do not correct their path, it's time to take action.
Instead of avoiding the person, seek to address the issue head-on because, if left unaddressed, it’s only likely to get worse.
Ask for a private discussion with the other person to express what you’re experiencing as pleasantly and agreeably as possible to avoid damaging the relationship further.
For difficult personalities, communication is central to meeting expectations and resolving conflict. Understanding what drives the individual and what is important will allow you to more effectively work together.
However, the behaviors of toxic individuals need to be addressed immediately, perhaps through human resources intervention.
Due process exists so that personnel-related liabilities do not go unaddressed. Leaders and HR should assess the severity of the behavior, and assuming it's still salvageable:
When faced with someone who is challenging or toxic, the first step is to understand what is motivating the behavior.
Only then can you apply some authentic understanding which can potentially turn a relationship and allow you to be the one person who breaks through.
All people deserve to be treated professionally and with dignity. Remembering that being direct is not in contradiction with professionalism is imperative. Be direct, brave and respectful.
When a difficult colleague is someone demanding control and influence, one effective tactic is to feed him or her a steady stream of status updates. Keeping these colleagues in the know helps them accommodate change more easily.
Focus on effective communication.
Professionally communicate through various channels (email, phone, text, etc.) and see which channels produce the best result. Proceed with those.
Set the stage by letting them know how much you value their partnership and that you want to collectively figure out a better way to work together.
Bring specific work-related personal examples to the table and use simple, common words to describe how you felt about their behavior and actions.
Then offer to brainstorm and work together on specific outcomes that will help reduce the toxicity.
Remote workers save money by avoiding the expenses that come with a traditional office and can choose the best people for their team regardless of their location. They get to enjoy more flexibility, get rid of daily commutes, and spend more time at home with their families.
Downsides to remote work: decreased connection between workers and between the worker and the company, increased feelings of isolation and of being mistreated by colleagues, and decrease in productivity and company morale.
Most companies embracing remote work also have dedicated headquarters. But remote-ish teams have even more communication and collaboration challenges than fully remote teams.
For example, in hybrid teams, remote employees are often left in the dark. Office workers are often heard, recognized, and promoted, while remote workers are forgotten.
The best way of avoiding workplace contagion by toxic workers is to minimize contact.
People are four times more likely to communicate regularly with individuals who are seated two meters away versus 20 meters away. So move your desk away from workplace jerks, as you'll be less likely to be the target of their actions and behaviors.
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