Every dentist wants a rockstar team beside them, and some are lucky enough to utilize effective hiring strategies, team-building skills … and maybe a bit of luck … to put together a dream team.
But then sometimes, an employee goes rogue.
One person can drag down an entire team. Perhaps they’re too competitive or not a team player. Maybe they don’t carry their weight when other team members are working cohesively to meet a deadline or finish a project.
The pressure is heavy on the shoulders of the team leader: you don’t just want to toss aside a team member you’ve invested in, but not addressing the problem head-on may cost you some of your most valuable employees if they’re miserable enough to leave.
If issues escalate to include threats or bullying toward other team members, that’s an HR issue that should be addressed immediately, even if that means terminating employment. But what if it isn’t quite that extreme? What can you do, as team leader, to try to right the ship and bring the wayward team member back into the fold?
Here are a few ways to deal with a difficult team member:
Acknowledge the problem
No need to keep your head buried in the sand; in fact, that would frustrate other team members who work in close proximity to the problem employee and can’t as easily ignore the problem. Festering, unaddressed issues will continue and possibly irreparably damage your team. This benefits no one. Scratch a bit deeper than the surface to see if you can determine the root of the problem. Sometimes, once you understand the full picture, you can more effectively address it.
Be direct
Being direct does not mean being rude. Speak to the employee respectfully and privately, avoiding finger-pointing or a raised voice. Explain the impact the team member’s attitude and/or choices are having on the larger team and how it’s making other team members feel.
Listen
Most times when a problem presents itself, it’s more important to listen than talk. Staying quiet and truly listening — not just hearing — the team member can give you important insight into the team member’s perspective and what the core issue(s) may be. You may find that the solution is quite simple.
Work on a solution
Enlist the help of the problem team member in formulating a potential solution to the problem. Give the employee a voice and promise to work alongside him or her while the solution is carried out with other team members. This could give the problem team member ownership and buy-in, which may make him or her more eager to work on improvements.
Maintain professionalism
Once a solution has been determined, stay positive with other team members. Avoid gossip or negativity. Expect and look for improvements. When you see improvements, be sure to acknowledge them and express gratitude.
Follow-up
Keep an eye on the situation, watching employee interactions. After a couple weeks, touch base with each team member individually and discreetly.
But if …
Unfortunately, sometimes an employee doesn’t want to change or just outright refuses to. If the time comes to escalate, be sure to have documented specific examples of poor behavior. Be clear and concise. If necessary, provide a warning and be specific about the risks involved if the bad behavior isn’t corrected.
Having one problem employee can make an entire team and workplace miserable. If at all possible, you’ll want to work with any problem employees to address the issues and try to redirect them to be team players. Have problem employees become involved in the solution; in fact, let them come up with the potential solutions. Remain positive and optimistic, and perhaps you’ll pull your team back together, making it more dynamic than ever.
