Do you have someone on your team who does great work, but their attitude sucks? Sure they may hand in great quality work on time, or land big clients, but they are a nightmare to work with for the rest of the team. As a leader, you cannot let this negative behavior slide because it brings toxicity to the rest of your team. Here is how to handle a great performer with a bad attitude.
What makes this employee a great performer?
Well simply put, they have a good work output, or a high level of expertise in their field. They can complete tasks that are high quality and innovative.
Their work ethic may be awesome: staying late, coming in early. They likely always add their input in meetings and bring great ideas to the table.
On paper, they seem like a great employee…but their attitude sucks. I have heard this described as a “brilliant jerk”. As a result of being a high performer, they think that they are untouchable and you as a leader will just put up with their negative behavior.
How does this bad attitude affect the team?
You have to be so careful of any level of toxicity on your team. This individual is often driven by ego and self-interest. They have to make sure they position themselves for the biggest raise, bonus, or next promotion! Aka, good luck on team collaboration with this team member.
Guess what? The rest of the team will not want to be around them. When you read the examples of bad attitude this employee can exhibit below, you will see why leaving this person unchecked will lead to increased absentee-ism, bullying, and increased turnover!
For the sake of the morale on your team, it’s up to you to keep the peace and coach employees who think they can have a bad attitude and get away with it.
Got more than one challenging employee on your team? Here is how to coach an employee with a negative attitude.
What kind of bad attitude could this employee demonstrate?
They think everyone else is subpar
They will gossip about others work performance, roll their eyes in meetings when they do not agree, or openly criticize others work.
This employee likely undermine their coworkers – either subtly or overtly to get ahead and make sure that they shine.
Belief superiority
They believe that their ideas are better than others, and that they know all there is to know about a subject.
This employee may have a need to be the most important contributor to a project, the person who knows the most, has the biggest piece of a presentation, etc.
They expect special treatment – and the best projects
This employee may feel that as the ‘go-to’ expert that they are entitled to their pick of projects. They may also feel like not all the office rules apply to them. Coming in on time? That only applies to others!
They hoard knowledge
If they are the only person who knows something – they think this makes them special and invaluable. Instead of helping others they give incomplete instructions or tell them to come back when they get to X step and they will finish it.
Too good for this company
They are someone who brags that they could go anywhere, but they need to stay for some obscure reasons.
How to handle a great performer with a bad attitude
Focus on the specific problem
Come prepared with examples for the staff to understand where things went wrong. Facts are difficult to argue with – even though they may try. Keep on message with what the specific problem is. They may be put off with the message. They could be under the impression that if they produce good work that they are untouchable!
Remember this isn’t a “gotcha” moment from you or a therapy session for them. the employee needs to understand that while they may be a good performer, their attitude and actions have a negative impact on their team.
Make your expectations clear
Let them know how you appreciate what a high performer they are, they need to get along with the rest of their team as well.
Let them know that a good attitude will take their work performance to the next level. They should understand that that meeting performance metrics is only one part of their performance review. It is their attitude that will take them to the level that they need to be at that will really impress you.
Plus, a study out of Berkley found that jerks do not get ahead professionally faster than others, so their best bet is to meet your expectations as a leader. Being a great performer with a bad attitude will cause them to leave the team, not thrive in it.
Persistence is essential
Keep on message, they may need to hear it a few times.
One of the successes I have had when stuck in a loop with someone was to say, “so, what are you going to do if this happens again?” This will give them a bit of an out where they do not have to fully admit that they were wrong.
There are two ways that the employee can respond, both of them will work for you. Option 1: They will do what you expect next time. Option 2: They stick to their guns and say they will behave the same way or make the same choice. At that point you will council them that what they did was not acceptable. You will also issue a letter of counseling that if they repeat the negative behavior or choice, there will be consequences. Guess what? They are listening now. If they do it again, off they go.
Getting an action plan after feedback
Brainstorm together ways that they can overcome their bad attitude. It signals to them that a) you expect them to make a change and b) their action plan reflects what you said to them. Since they need to have listened and understood you in order to come up with an action plan, you can have some assurance they got it. If they try and have a bad attitude about it, the conversation is not over until you are satisfied that the action plan reflects what you said the issue is.
Still not getting anywhere because they are in constant denial their behavior is a problem? They may lack self awareness, which is a bit different than being a defensive employee. Read more on how to adjust your approach for an employee that lacks self awareness.
Final steps and an action plan
Check in on the action plan on a regular basis – the level of impact on the rest of the team will dictate and make sure that you ‘catch them being good’ and let the employee know that you noticed that they are working on improving.
This will take continued effort on your part and likely follow up conversations as reminders – but it can be done.