Have you added new people to your project… But after a short time you realize you are dealing with someone who does not know how to work as a team? You may find yourself with toxic people within your work teams.
Surely you have ever noticed it in your work or office. Some talented person, but who is simply not compatible with the values of the company, the project, or the team.
If you are the one who interviews them and decided to add them to the team, you will try to convince yourself that it will work, and that they will soon adapt and end up adding value to the rest of the members. And 3 things can happen:
- Learn quickly and work perfectly.
- That the necessary learning deadlines are not aligned with what is expected.
- Or that you just aren’t ready to learn and just never wanted to.
This last scenario is the one you don’t want to happen… But even so, it happens frequently.
Of course, you can’t work with toxic people who don’t respect values and only want to impose their own criteria and terms of work.
It must be a “Win – Win” situation.
Do you feel identified with this example that I propose?
Well, let’s see what you think of our point of view…
Today we are going to give some guidelines to detect toxic people early and maintain cohesion in your high-performance team. What to do before it’s too late and irreparable damage is caused to everyone.
What is Team Cohesion and How to Achieve High Performance
The cohesion of a high performance team is that commitment that unites the organization. It is the easy integration of each member, and the fulfillment of collective goals, with little or no friction.
You could say that your team is cohesive if it meets the following:
- All team members are committed to the same goal. Regardless of their various skills, they all come together to achieve the same goal.
- They stick together until the end, without withdrawals or layoffs, no matter the difficulties.
- Each member is motivated and aware of the importance of their role.
- There is excellent communication (fluid and honest) between everyone.
- There are rules of behavior with priority to understanding and synergy.
I know all of this is easier said than done. But either way I assure you that it will be worth every second you invest in establishing and maintaining the cohesion of your team.
You basically don’t have team cohesion, when everyone decides and acts on their own, without considering the interest or goals of the team.
We have to take into account that human beings generally tend to be selfish and competitive and seek only their own benefit, and that of their relatives. But this does not mean that he is a toxic person.
How can we identify a toxic person?
How to Detect Toxic People in Work Teams
How do they behave?
- They lack assertive communication.
- Toxic people tend to criticize and control.
- They have serious difficulties looking into the eyes.
- They are self-centered (they need protagonism at any cost).
- They tend to communicate in a negative (pessimistic) way. “This is not going well…” “This is not working…”
- They approach their teammates in a passive-aggressive manner.
- They rarefy the environment with hypocritical conversations and full of destructive criticism.
- They tend to talk behind the scenes without using the proper channels to achieve positive changes for all.
Many times we don’t know why, but even the time comes when we feel uncomfortable with the mere fact of their presence.
Toxic people are experts in manipulating information, involving feelings and seeking solidarity, for this they use victimhood ( they have done it to me, they have told me, they are…, they don’t know…, they do it wrong… ).
All kinds of phrases that seek to generate doubts, disagreements, and destruction.
They usually suffer from low self-esteem and grow up, hurting people they consider weaker. It’s a way to grab attention and have your “15 minutes of fame.”
And I dare say that much of this is our responsibility. It seems that it is simply difficult or scary for us to say no, refusing to take a position on comments Responding by consenting to comments without knowing the two versions can cause a lot of damage.
In a situation of negative comments we should ask ourselves…
what is the real intention of this comment? If I respond to it, am I going to hurt someone?
REMEMBER that the person who is speaking ill of someone in your presence, surely can speak ill of you when you are not present.
Perhaps it is for fear of the consequences of ” hurting the other “, but if you think about it… There are more disadvantages than benefits in this behavior for you and for the rest of the team.
Consequences of Having Toxic People in Work Teams
This type of destructive behavior can not only occur in company work teams but also in associations, soccer teams, and in extreme cases, you can transfer it to your own family.
- They obstruct the ability to create and motivate.
- They can destroy friendly environments, if not detected in time.
- They can become negative leaders
Is it possible to do something about it? Preferably sooner than later…
How to Handle the Situation with Toxic People?
When we meet these people, it is best to avoid dialogue.
- Observe and talk with those members of your team that you notice are not very integrated. Identify the cause and propose a solution to improve this.
- Listen to the opinions of each member of your team or company. You will learn about them faster than if you were to hear it from third parties.
- Toxic people attack personally, seeking to isolate and diminish collective work.
- Learn to say no, without feeling guilty (“ I appreciate it, but no.” “I prefer not to comment on it because I don’t have all the information, we better discuss it at the next meeting and seek an agreement”).
- If you do not notice any cooperation from the toxic member, it is best to separate from said person (without aggressiveness).
- In the case of a successful breakup, be sure to reward group effort: the achievements and efforts of each individual who do a good job and help keep the team cohesive.
- Conduct group activities and integrate each member to foster strong relationships and true team cohesion.
The time will come when you must notify the impossibility of continuing to work together.
The important thing is to be calm with yourself, knowing that you have tried, you have given him the opportunity but it could not be.
The time has come: we let go and continue to work hard healing wounds and learning to choose the best based on our previous experience, little by little we will become stronger.
Always seeking a high performance team where trust and values, respect, help, team and commitment prevail.
Today’s reading will remain in your mind if you have ever been part of or led a team, you know that the key is in harmony, respect and trust.
And that it’s not all about physical or monetary needs, but generally focuses on human needs. We must take this into account to maintain cohesion and productivity in high-performance teams.