How to manage a disruptive team member

When the behaviour of the individual is causing others to avoid working with him/her, it does affect everyone’s performance.

In a workplace that requires cooperation and teamwork, conflicts can affect efficiency. Even when the person works independently, conflicts could be affecting client and colleague relationships.

Below is the key for the manager to help the employee see it as a problem that they must correct to be successful.

1.    Describe the behaviour and its consequences
Try not to label behaviour, or suggest intent when describing it.  Don’t just say "Your arrogance is causing people to avoid working with you". Try saying "when you respond to people on the phone or in person your words and tone are being interpreted as arrogant. This may not be your intent but the result is that people avoid working with you."
 
2.    Get the employee to own the problem
Ask the individual what they think the consequences of their behaviour and the perceptions are to the workgroup, the customers, to you and to the company. Don't answer it for them. You want the employee to understand that he or she owns up to the problem.
 
3.    Offer help but be careful not to solve the problem for them
The employee may not know what exactly is causing the problem, so it’s important to help them understand the exact behaviour that is problematic. You can offer coaching and training but it is not your role to come up with a solution.

4.    Make certain the employee understands the urgency required
Ask the employee what they think will happen if they don't correct the behaviour. Ensure they fully understand that if it isn't corrected, it will affect their performance rating and may lead to termination. You are not threatening them with this - just get them to acknowledge the severity of the issue.

It may also be necessary to coach coworkers in modeling professional behaviour to avoid the eye-rolling and harmful gossip that can become a de-motivating part of team culture.

Source: forbes.com
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