We have all either managed a team or been involved with a team where there was one person that was just a thorn in your side; that one person who did not play well with others and frankly caused significant frustration and stress amongst the rest of the team members.
Too often we let it go on too long when we are managing the team. For a number of reasons:
- We don’t like conflict
- We are hoping the individual will just stop their behavior
- We have enough to deal with and don’t want to deal with this too
It will not go away and I can assure you that it will only get worse and have a negative impact on the team the longer you let it continue.
Here are 3 ways to manage that problem team member:
1. Have a one-on-one meeting. Explain the behavior you are noticing and the effects of that behavior on the team. Be clear about expectations of the individual when working on the team and ensure understanding.
2. Hold an intervention. Have an intervention. Have a few people who are working closely with the individual get together with the individual to discuss the behavior of that person and the impact on the team and the impression that others have of him/her. Be clear about expectations for team members.
3. Seek help. If you have tried a number of ways to get through to the problem team member and are getting no response, seek help from someone higher up in the organization – such as the individual’s direct manager or your own boss. Be clear about what is happening and the impact the individual’s behavior is having on the team. Ask for their support in helping to correct the issue for the good of the team and the project.
What do you do to manage problem team members? Please share your suggestions, successes and challenges with others in the Comments field below. Thanks!
Hi Arturo,
Thanks for the additions to the list! Numbers 1 and 2 are great for “pre-planning” with the team – a bit of upfront work in getting to know the team members, understanding their strengths and how they can effectively contribute to the team certainly helps in reducing/eliminating team problems later on. And coaching (number 3 on your list) is a fantastic way to help a team member get back on track!
Thanks for your thoughtful and worthwhile comments and for reading!
Best regards,
Gina
I read your article. Yes all 3 points are valid.
I would like to add a few more that I consider very important.
1. Professional and Personal Goals from the Individua. Most people are not asked or explained clearly how the organizational goals will meet their professional or personal goals. How this goals have a significant impact in the organization, departamental or team accomplishments.
2. Match individuals skills with project goals. People tend to say ” yes i know how to do it ” and they dont. Understanding peoples real limitations without disrespecting them and teaching them ways to meet up this demands is important.
3. Type of coaching provided. You dont want to crash into a wall without seeing it coming first. So periodic evaluations will help you prevent and identifying possible ” thorns ” as you express it.
Hi “PMLady,”
Thanks for your comment! I agree that this can be an issue without a doubt! I’d recommend a “one-on-one” meeting with the influential team member to resolve differences. Maybe there is a way to get their friend involved in some way; but you need to – as the project leader – take control and be sure to get the issue resolved.
Thanks for reading!
Best,
Gina
Problems can also occur when you have one influential team member that does not want you on the team because they wanted their friend in your position. No matter what you do, the person is hell bent to get you out of the team so they can get their friendi in.