A team member is hitting targets but causing disruption. How can you maintain harmony within your team?

A que custo vale a pena manter na equipe alguém que entrega mas de forma inadequada a ponto de causar uma ruptura na equipe? Já vivi diversos casos desta natureza e acredito que devemos ser transparentes para a pessoa em questão sobre o impacto que ela está causando na equipe, suportá-la a promover mudanças e avaliá-la durante um período pré-estabelecido e combinado. Depois disso, deve-se tomar a decisão de manter ou não esta pessoa e deixar claro porque sim ou porque não para ela e para o time. Na cultura latina temos o costume de ficar protelando estas decisões ou até "dar um jeitinho" de acomodar situações como estas, que devem ser objetivamente tratadas.

When a team member hits targets but causes disruption, maintaining harmony is crucial. I've learned to address this by having a one-on-one conversation to understand their perspective 🗣️. I provide constructive feedback, emphasizing the importance of teamwork and the impact of their behavior on the team 🤝. Setting clear expectations for conduct and collaboration helps align their actions with team values 📋. I also encourage positive behaviors by recognizing and rewarding teamwork 🌟. If needed, offering additional support or training can help them adjust. This balanced approach ensures both individual performance and team harmony.

Talking to the person is always the first step to do. It’s the company and team culture to determine if that person will be tolerated and accepted without change, being its results more important than its behaviour. I have seen a lot of tolerance with revenue bringing employees, protected over time for the sake of the ‘numbers’. In this case accept or leave are the only possibilities if the person cannot or doesn’t want to change.

When faced with a high-performing but disruptive team member, it's crucial to assess the overall impact. Are their actions causing more harm than good? If so, have a candid conversation about their behavior, its effects on the team, and your expectations moving forward. Remember, a high performing team values both results and harmony.

Define disruption? Are they distracting/upsetting other team members, or just asking 'awkward' questions of the leadership team? Clearly they can perform in the role, so what else is it they need? An open, honest conversation is required - does the leader have the skills to manage this effectively?

Just like with most problems, we begin with the definition. What's the extent of the individual's impact? Although we don't want to rush the process, there is a component of speed that we can't ignore because the longer we wait to address it, the more credibility we lose. Ask questions, do your investigation, determine the root cause, and assess the attributes that led to the compromise of harmony.

Maintaining team harmony when a disruptive member is hitting their targets is a delicate balance. It's essential to assess the impact of their behavior on the rest of the team and ensure that everyone's voice is heard. Engage your team to understand how the disruption affects their morale and productivity, and quantify this impact. It's about fostering an environment of open communication where issues can be addressed constructively. The goal is to find resolution that keeps the team focused on shared objectives while addressing the disruptive behavior.

An achiever at times behaves like a lion rather than haynas who always moves in a herd. As it's said that floods are devastating but there are a lot of benefits they bring like recharging the ground water, rejuvenating the land with a fresh coat of new soil. Achievements in an organisation should be viewed in a holistic way. Behind every achievement there are lots of visible & invisible factors. If hitting a target is a solo objective of an individual at the cost of others, then an individual becomes a bigger than organisation which is detrimental in the long run. To avoid this kind of situation it's always advisable to rotate the leadership role among the team members to test check dormant leadership quality who rises on the occasion .

Maintaining harmony in a team when a high-performing member causes disruption requires a balanced approach. Begin with a private conversation to understand their perspective and share the impact of their behavior on the team. Reinforce positive behaviors while setting clear expectations for collaboration and respect. Provide coaching or mentoring to help them develop better interpersonal skills. Foster an inclusive culture where every team member feels valued. Encourage open communication and feedback within the team. Striking this balance ensures that both performance and harmony thrive in the workplace.

The conversations need to be approached with the right level of concern and seriousness. In these cases, we want to take the position of addressing a serious problem. We can't do that if our tone doesn't convey the gravity of the situation. Be firm and clear about the issue at hand. Ask questions to better understand the team member's perspectives without bringing up anyone else's names or other feedback. Come prepared with talking points and stick to them. This ensures the conversation remains focused and productive.

Sometimes top performers think that all the rules don’t apply to them if they are hitting their sales goals. That’s just not the case. There are performance and behavioral standards that we all must adhere to at work. If they are knocking their metrics out of the park but they see struggling behaviorally, you have to address that just the same as if it were reversed. Of course commend them for their outstanding performance and recognize their achievements, but then be direct and tell them there is an issue regarding their behavior or workplace conduct that needs to be addressed. Share the feedback you have gotten, ask for their perspective, and work together to come up with an action plan to turn things around.

It is very important you have transparent conversations with your team member and explain to him/her that the HOW is as important as getting the job done ! HOW you did it matters ! A bad “HOW” followed by an outstanding contribution is never sustainable in a long run. You may bring a popular expression to the table which is when people talk about that and tend to make the following comment, let’s assume a fictitious Jonny as the team member: “Jonny does outstanding contributions , wow 🤩 … he always surpasses his goals … Then comes the reply: “yes … but did you ever realize how many bodies he left behind ?”. This popular example is a nice why for showing team members that the HOW is as important as the accomplishment.

While setting boundaries and expectations it is relevant you give clear examples or bring to the discussion past situations about what is acceptable and what is not acceptable, being very clear on that will make it clear what acceptable and not acceptable are.

Our responsibility rests with the collective success of our team and organization. Therefore, progressive discipline has a time and place. This involves a series of steps designed for training and directional improvement. There should be a documented process and standardized forms for managers to use with employees at each step. Nothing should be a surprise. Fortunately, the first conversation is far more informational than transactional. The goal is to set the boundary so our team member is aware of the challenge and what they’ll need to do differently. Every conversation after that will become more formal, but there is an understanding that this is part of a structured process aimed at achieving positive change.

When a team member is hitting targets but disrupting harmony, it's crucial to set boundaries. Have a candid conversation about their disruptive behavior, the impact on the team, and the need for change. Remember, a high performer's success shouldn't come at the cost of the team's morale. Balance is key.

The key is understanding that being effective does not necessarily imply being efficient. Hitting a goal on time and on budget while burning out the whole team is hardly anything to celebrate. In my experience, the best way to handle this is by: 1. Getting past the zero-sum game mentality — there does not have to be a loser in order to have a winner. 2. Making respect for colleagues and team members a part of the team culture — the team's health is non-negotiable. 3. Ceasing to reward corrosive attitudes — never tolerate toxic behavior.

How do you manage a complete idiot at work? The idiot is hitting targets, the idiot may even be the top performer but the idiot is also killing the team dynamics. “One bad apple can spoil the barrel” First, it's key to understand the root cause of their disruptive behavior: Is it a lack of awareness about how their actions impact others, Or are they deliberately undermining team cohesion? Have a conversation framed constructively rather than simply reprimanding them. If this does not lead to improvement, it might be necessary to set clear consequences. Remember, maintaining a healthy work environment is essential, even if it means making tough decisions regarding high performers who are toxic to the team's overall health.

Yes, offer support but make sure you are not enabling their disruptive behavior. If you find yourself cleaning up their messes and asking people for patience, you may be part of the problem and not part of the solution. You might be doing that because it is easier and faster for you to just fix things yourself than get them to fix them. You need to make sure the disruptive person fully feels and has to fix the problems they make. If you cover for them, you are teaching them that their behavior is acceptable to you.

Questions like , “how can I help” and “do you need any support” will always be welcome and open the door for a transparent dialogue. Remember to offer help and support before starting telling people what to do.

Be sure to include discussions with other teammates about the behavior as you monitor it. Doing so not only gives you a more accurate picture, it reminds the rest of the team that the disruptive behavior is being dealt with and not ignored.