Team Member Refuses To Play The Team Game

I just read your response to the team members who refuse to delegate jobs to subordinates. My issue goes beyond that. I have a five member team under me, four of whom work well together. The fifth has been with the department the longest and for years was the sole case manager with one clerk. Our current team has been together for three years now. This employee refuses to play nice with others, choosing to isolate herself at social events and generally acts aloof, judgmental and impatient with the rest of the team (including me). I have counseled her on this several times and the behavior does not change. Disciplinary action seems drastic, but it is affecting the morale of the rest of the team. What can I do short of writing her up?

The Team Doc Says…

Has this issue really been going on for three years? Or did I misunderstand your question? The time to fix this problem is long gone. This team member’s (I say that loosely) behavior has become part of your team culture that may be difficult to overcome. Of course it’s causing morale problems. I’m sure the other team members’ wonder how someone can get away with that type of behavior for so long.

Since you indicated you have counseled this team member and the behavior hasn’t changed, it makes me wonder what type of conditions were an outcome of that discussion. I can only guess that you had a discussion, told this person the behavior was unacceptable and then nothing happened. If this is the case, there is absolutely no motivation or reason to change.

So here’s what you need to do.

Schedule a meeting with this team member. Prior to the meeting do some planning to determine what outcomes you expect and what explicit behaviors (not perceived or inferred behaviors) you want to see this person change.

During the discussion, maintain focus on the demonstrated behaviors and create a plan of action for changes. Advise the employee of what your expectations are for when you would like to see the new behaviors and how you will hold them accountable if things don’t change.

Before leaving this meeting, set a next date when you will check in and talk about this person’s progress.

Then stick to what you have discussed and if the behavior doesn’t change, follow through on the accountability outcomes.