How to Eliminate the Toxic Dynamics of your Team

Being the HR of the organization, it falls on your shoulders to keep healthy coordination between various teams. Take the support team and the marketing team, for instance. If the marketing team receives a query in regard to a product, they would transfer it to the support team. But, due to workplace tiff, both the teams don’t go along well and the HR department has ignored the situation because it was not affecting the work so much. Now, imagine that the support team is unwilling to coordinate with the marketing team in the above case. The workflow will break and customers will feel frustrated because of poor services.

What would you do? How would you handle a situation like this?

Here, the only thing that can help the HR to overcome the situation and rescue the teams out is through intervention. Removing toxic dynamics from the workplace is not an easy task but reacting to it from time to time is necessary.

Let’s see how HR managers can do it.

A Way to A Healthy Work Environment

Step 1: A Meeting for Everyone!

The agenda of this meeting is to remove the feeling of bias from everyone’s mind. Calling out to the HR or the manager every time something goes wrong only adds spice to the situation. There is a lot of heat developed between the two teams just by the act of reaching out to the team lead, manager, or the HR. So, to remove the biased mindset altogether, call everyone for the meeting. Everyone includes the members who are directly involved in the issue.

Then, clearly convey the purpose of the meeting, which should be to address the increasing quarrel. Calmly explain both the teams what is going wrong and how things are being handled in an unprofessional manner from both sides. Point out exact instance if need be to ensure everyone figures out the mistakes being made from each side.

Once that is achieved, allow your teams to openly discuss the issues under the supervision of the team managers or leader. This will ensure a guided approach towards reaching a resolution.

Step 2: Group Meetings

Now, sit with both the teams separately to find out whether there is a hidden issue somewhere or not. This is only possible by interacting separately with both parties.

At times, HR may encounter a situation where one party is not willing to open up about the case. For instance, the support team would simply say that they attend all the queries forwarded by the marketing department. To get this team to talking, push them a bit.

You can ask the team members to rate each functioning of their team and the other team. This would lead to more questions and curiosity, which will ultimately give you hidden insights into the situation.

Step 3: Re-Establish Communication

Once you have reached the core problem, sit with everyone again to re-establish communication. Point out the core problem and what went wrong from both sides. Allow both the teams to let go of the grudges and stress so that they can communicate again.

Ask both the teams to find a solution of their own. Everyone should openly express how they are against certain behaviors and what could be done instead. Once that is achieved, lay the groundwork and set some rules.

Conclusion

In the end, it is necessary to ensure that both teams know the consequences of repeating similar work behavior. Since work can be seriously hampered due to internal communication gaps and toxic environment, every team should avoid it at all costs. Also, convey that even with arising issues, the work should not be stopped. In case any problem arises, it should be solved by mutually sitting together.

 

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HR Connect In house Author

HR Connect In house Author

Our inhouse authors have expertise in several areas of HR and Payroll. Their content contributions have been published in leading blogs, websites and print publications.
HR Connect In house Author

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