Naturally, a single manager’s authority is limited. When her employees are part of a toxic team outside of her control, she could:

  • Coach and guide them into solving the problems on their own.
  • Confront problematic behaviour patterns head-on, making sure people who exhibit them are aware of them, and they get the necessary support to address them.
  • Involve other managers and stakeholders who have interest getting the situation resolved.
  • If none of this works, remove her employees from the team.
  • Increase awareness of the problem up the leadership chain (give the organisation the chance to resolve this).
  • Help employees exit the organisation.

The last point might seem controversial—isn’t it the manager’s very purpose to keep the best employees in the company? I’d argue it’s her goal to keep the company the best place for the employees to be in, so that the employees can do their best, this in turn leading to the company doing well. At times employees will outgrow what the company can offer them. It’s then the manager’s duty to support her people’s growth beyond the organisation. Such people-driven, community-aware leadership is a win for us all.