As HR professionals, we often find ourselves at the forefront when workplace issues escalate to the point of causing disruption-often due to poor behaviors by individual team members. While disruption can spark necessary change, it can also derail the team and lead to poor productivity or loss of valuable talent. HR guidance is critical to enabling leaders to take actions that address both the individual employee issues and underlying systemic causes.
A framework to help you to think through these situations is helpful. Before taking disciplinary or other actions against individuals, consider these potential underlying causes for disruptive behaviors:
- Overconfidence
- Desire for autonomy
- Competitiveness
- Frustration with undervalued contributions
- Boredom
- Lack of emotional intelligence
- Personal issues outside of work
Steps for HR Professionals
- Observe Patterns: Look for and be ready to discuss recurring behaviors that disrupt the workplace.
- Assess Impact: Evaluate how the behavior affects team morale and company image.
- Investigate Root Causes: Ask direct questions to find what the behavior stems from.
- Offer Support: Provide resource options.
- Implement Training: Consider conflict resolution or emotional intelligence training.
- Collaborate with Leadership: Work with managers to address underlying issues and improve workplace conditions.
- Set Clear Boundaries: Establish and communicate expectations for workplace behaviors.
Remember, what seems like entrenched conflict behaviors often masks deeper issues. By approaching the situation with empathy and a willingness to understand as a first step, HR can sometimes help turn disruptive behavior into an opportunity for growth and positive change in the workplace.
