A disruptive employee can cause a lot of harm to your workplace environment, culture and productivity. Understanding what constitutes a disruptive employee and what action you, as the employer, can take against them is important to avoid HR disputes.
Often, it is difficult to distinguish a disgruntled employee from a disruptive one. A disgruntled employee often lacks motivation and may not be satisfied with their job, while disruptive employee behavior interrupts the normal workflow and often distracts others.
What A Disruptive Employee Looks Like
There are different ways in which an employee may be considered disruptive. This includes but is not limited to employees that constantly gossip, are disrespectful or inappropriate, or behave in other ways that cause frustration, disruption, or unnecessary and preventable problems in the workplace.
Gossiping may not seem severe, but it can impact employee morale, increase turnover, affect productivity and cause division within the workplace. Gossiping can be defined as spreading rumors or talking negatively about others in the workplace in a way that is detrimental or harmful to other employees or the workplace in general.
Acting Disrespectful Or Inappropriate
There are certain standards that employees should adhere to as it relates to behavior in the workplace. Employees that act disrespectfully or inappropriately in a manner that causes other employees, managers and executives to feel less comfortable or productive could be considered disruptive.
Other Behaviors That Cause Frustration, Disruption Or Problems
Employees that simply do not get along and work well with others can cause frustration and disrupt the daily workflow. When this occurs, it is important to take proper action to ensure the employee is either able to fix their behavior or you are able to legally and justifiably terminate them without legal repercussions or negative backlash.
How To Handle A Disruptive Employee
There are several ways to deal with a disruptive employee. Notable steps to take, which we review below, include training your management team in conflict resolution, working towards clear communication and documenting progress with human resources (HR).
Train Your Management In Conflict Situations
Part of the job of managers and executives is to ensure a healthy and productive work environment and deal with conflicts, disruptive behavior and distractions properly. You can do this by training your team in conflict resolution, which may involve consulting from an HR professional.
Communicate With Them Clearly
Communication is essential for dealing with a disruptive employee. By clearing communicating with them on how they are being disruptive and what they should do to resolve the issue, you may be able to avoid disciplining or terminating the employee. Also, be willing to listen to their point of view to accommodate them as they work through their disruptive flaws in the workplace.
Document The Progress With HR
HR professionals work with employers and employees to resolve issues related to a disruptive employee. To track long-term progress, document the steps that are taken and the progress that is made by the employee as they become more productive (and less disruptive) members of the company.
Reach Out To A Remote HR Consulting Firm To Help With Disruptive Behavior
Here at HR Search & Rescue, we offer human resource (HR) consulting to assist with concerns of disruptive behavior from an employee or coworker. Reach out to us today by calling (844) 934-3293 or schedule a 1-on-1 meeting online to discuss your specific situation.