Negativity in the workplace might spread like wildfire and it might even get worse targeting the externally related people of the organisation as well. Leaders or the managers of an organisation remain in charge of overcoming these disputes (Block 2016). The primary step to be undertaken in order to remove the toxicity from the team is to initiate the crucial conversation that would help to know the details of the matter that had compelled the employees to go negative. One of the leadership qualities, communication ability, of the manager is reciprocated with the attitude that the manager shows at the timer of handling fearful and damaged relationship of the team. The idea behind this communication is to gain knowledge details and accountability of the reason behind going negative (Blum and Beck 2015). Once this gets known, the next thing to join is to take action against the bullying or the rumours that had created a miserable environment in the work place. Thus, second most important strategy to be undertaken is to understand the situation and work accordingly. For this, a leader should possess the problem solving skills. Professionally facilitated sessions can also help to spot the problems and challenges faced by the team (Longoni 2014). These problems need to be worked on by creating particular goal or vision to overcome the issues. The idea is to forget the mistake and move on by promising that the future will bring better achievements suppressing the existing problems.
The next step that falls as a part of the leadership quality is to develop a social contract for the team behaviour. Once the problems are solved and new strategies are put to effectiveness, it is important to build a social contract that would engage in developing the behaviour of the team (Sarvaiya and Wu 2014). The idea is to suppress the negative vibes and prescribe positive vibes that is built on trust and transparent behaviour among the employees. In this stage, the leader might also take official steps by announcing or sending mails to the employees that no one should be further engaged in such activities that could create negativity in the team (Longoni 2014). In case of any kind of distress, any employee is free to discuss their issues with the leader.
Dysfunctional activities will lead to loss of opportunities and achievement that would have otherwise gained as a team. Building better opportunities of communication and becoming cohesive as a single team is the most appropriate requirement for the members to work as a team. The idea is to work towards achieving the same goal of business that would ultimately lead to improvement in the productivity of the organisation. In order to do so, removing the ‘negative Nancy’ from the team is important (Blum and Beck 2015). Better communication with the members of the teams can only help to overcome the barriers and the conflicts that the team faces. It falls in the part of the manager to initiate that communication and create better environment for every person to work in the organisation.
Block, P., 2016. The empowered manager: Positive political skills at work. John Wiley & Sons.
Blum, H. and Beck, D., 2015. Shared Responsibility Approach: How to resolve bullying in three steps. InterAction-The Journal of Solution Focus in Organisations, 7(2), pp.88-96.
Longoni, A., 2014. Organisational Responsibility and Worker Commitment: The Definition and Implementation of Sustainable Operations Strategies. In Sustainable Operations Strategies (pp. 21-27). Springer International Publishing.
Sarvaiya, H. and Wu, M., 2014. An integrated approach for corporate social responsibility and corporate sustainability. Asian social science, 10(17), p.57.