Jun 28, 2024
This Podcast Is Episode 582, And It's About Dealing With Toxic Construction Employees In The Job Site
Running a small construction business comes with unique
challenges, and dealing with toxic employees is undoubtedly one of
the trickiest. A single troublesome team member can disrupt
productivity, affect team morale, and ultimately harm your
business's success.
These individuals can create a hostile work environment, lower
morale, and reduce productivity. For the construction industry,
where teamwork and safety are paramount, addressing and managing
toxic employees is crucial. Knowing how to handle such situations
effectively can turn things around.
Let's look at the types of toxic actions, how to address them,
and provide practical steps to manage these challenging situations.
Read on to transform your workplace or job site into a harmonious
and productive environment.
To effectively deal with toxic employees, it's essential first
to identify poisonous behavior. This can include constant
negativity, gossiping, bullying, or undermining colleagues. In the
construction industry, toxic behavior can manifest as disregarding
safety protocols, cutting corners, or fostering a culture of
non-compliance.
Understanding
troublesome conduct
- Intentional vs. unintentional
Before you can tackle the issue, it's essential to understand
whether the problematic actions are intentional or a result of the
other problems. Intentional bad conduct often stems from personal
grievances or a desire to undermine authority. On the other hand,
unintentional actions might be due to personal struggles,
misunderstandings, or lack of awareness.
Understanding the root cause is crucial because it determines
your response strategy. For example, intentional troublemaking
might require firmer actions than unintentional issues, which might
be resolved with support and guidance.
- Early recognition
Early recognition of problematic conduct can prevent it from
escalating. Look for signs such as frequent conflicts with
colleagues, consistent underperformance, or a noticeable dip in
team morale. Address these issues promptly to avoid long-term
repercussions.
- Impact on team dynamics
Toxic conduct doesn't just affect the individual involved; it
can spread like wildfire, impacting the broader team. It can lead
to increased stress, reduced collaboration, and higher turnover
rates. Understanding the wider impact highlights the importance of
addressing the issue head-on.
Tackling the problem
head-on
- Direct approach
Avoiding the problem is never a good strategy. Instead,
address the issue directly with the troublesome team member. Start
by scheduling a private meeting to discuss specific concerns. Be
clear about the actions that need to change and provide concrete
examples.
- Clear communication
Addressing toxic behavior often starts with open
communication. Construction managers and supervisors must create a
work culture where employees feel safe to voice their concerns.
Encouraging open communication can help identify toxic behavior
early on and prevent it from escalating.
- Open dialogue
Engage in an open dialogue where the employee can share their
perspective. Understanding their viewpoint can offer insights into
potential solutions. Ensure the conversation remains respectful and
focused on finding a resolution.
- Consistent follow-through
Consistency is key when managing toxic workplace conduct.
After the initial discussion, follow up regularly to monitor
progress. This shows the employee that you're serious about making
positive changes and are there to support them through the
process.
- Detailing specific actions
Communicate the issues clearly by detailing specific actions
that are problematic. Vague feedback can lead to misunderstandings
and may result in something other than the desired changes. Be
precise about what needs to improve and why.
Impact on the team and
business as a whole
Explain the impact of their conduct on the team and the
business as a whole. Sometimes, employees are unaware of how their
actions affect others. Highlighting the broader consequences can
motivate them to change.
- Setting expectations
Set clear expectations for conduct moving forward. This
includes outlining the company's values, code of conduct, and
expectations for teamwork and collaboration. By clearly defining
unacceptable behavior, employees are less likely to engage in toxic
conduct. Outline the standards you expect and the timeline for
improvement. This gives the employee a clear roadmap to
follow.
- Providing support
Sometimes, toxic behavior can stem from underlying issues such
as stress, burnout, or lack of training. Providing support for
employees who may be struggling and offering training programs to
develop their interpersonal and communication skills can help in
addressing toxic behavior.
- Resources and training
Ensure that the employee has the necessary resources and
support to improve. This could include training sessions, mentoring
programs, or adjustments to their workload. Providing these tools
shows your commitment to their development.
- Mentoring and coaching
Pair the employee with a mentor or coach who can offer
guidance and support. This relationship can provide valuable
insights and help employees develop new skills and attitudes.
- Adjusting workload
Sometimes, problematic conduct stems from being overwhelmed.
Assess the employee's workload and make necessary adjustments to
ensure they can perform at their best without undue stress.
Documenting everything
- Keeping detailed records
Maintain detailed records of all interactions and steps taken
to address the issue. Documentation is crucial if further action is
needed and provides a clear history of your efforts to resolve the
situation.
- Importance of transparency
Be transparent with the employee about the documentation
process. This will help build trust and ensure they understand the
seriousness of the situation.
Preparing for future
actions
Detailed records can be invaluable if the conduct doesn't
improve and more serious actions are required. They provide a clear
trail of your efforts and the employee's responses. Being prepared
for tough decisions when enough is enough!
Despite your best efforts, some employees may not improve.
Acknowledging when enough is enough to protect your team's
well-being and your business's success is essential.
- Making difficult choices
When toxic behavior persists despite efforts to address it,
decisive action may be necessary. This can include implementing
disciplinary measures, reassigning responsibilities, or, in severe
cases, terminating employment. Handling these situations with
professionalism, empathy, and adherence to company policies and
labor laws is essential.
Be prepared to make difficult decisions; while potential
termination is never an easy choice, sometimes it's necessary for
the greater good of the business.
- Protecting team well-being
Your primary responsibility is to ensure a healthy and
productive work environment for all employees. Protecting the
team's well-being should always be a top priority.
In
summary
Dealing with toxic employees is a challenging but essential
aspect of managing a small business. You can transform your
workplace into a harmonious and productive environment by
understanding the types of troublesome conduct, tackling issues
head-on, communicating clearly, providing support, documenting
everything, and being prepared for tough decisions.
Remember, the key to success lies in consistent follow-through
and a commitment to fostering a positive workplace culture.
Recognizing and rewarding positive contributions, fostering a sense
of teamwork and camaraderie, and leading by example can all
contribute to creating a healthy work environment where toxic
behavior is less likely to thrive.
If you need more advice or support, reach out—we're here to
advocate for you. Whether you need help with construction
bookkeeping or want a listening ear, I am just a phone call or
email away.
PS
We offer free resources to
help you save time and money that you can download and print
now.
About The Author:
Sharie DeHart, QPA, co-founded Business
Consulting And Accounting in Lynnwood, Washington. She is the
leading expert in managing outsourced construction bookkeeping and
accounting services companies and cash management accounting for
small construction companies across the USA. She encourages
Contractors and Construction Company Owners to stay current on
their tax obligations. She offers insights on managing the
remaining cash flow to operate and grow their construction company
sales and profits so they can put more money in the bank. Call
1-800-361-1770 or sharie@fasteasyaccounting.com