How do you handle an employee who goes around you?
Speak directly to your employees
When it comes to addressing any underlying issues that are causing your team members to go over your head, having direct and productive conversations with the people involved is likely to be the best course of action.
Call the employee into your office, describe your observations and the problem before you ask the employee to explain his actions. Ensure the employee understands the company's rules and practices before you administer any kind of disciplinary action.
They may not be aware of the impact of their actions, so addressing them directly can help them see things from your perspective. Consider sharing specific and recent examples of things they've said or done so they're more aware of their actions.
How do you control subordinate if they are bypassing you?
Employ concrete evidence that their bypassing is having a negative effect on operations. Ask questions to uncover why they feel need to bypass you, and offer solutions on how all parties can meet their objectives by following the chain of command.
How do you politely tell someone they are overstepping?
Talk About Overstepping Boundaries
Remember to be polite, but stern, and use specific examples in your conversation so it's clear to the coworker what you're talking about. If possible, have this conversation while they are actually in the process of overstepping the boundaries.
How do you handle employees who think they are the boss?
Give them autonomy - but set clear boundaries
To channel strong-minded employees you need to give them a role that they can take charge of. For people that find taking orders or backing down difficult, this can be the opportunity to give them the autonomy they crave but with firm boundaries.
Toxic coworkers are often unsatisfied with their own personal performance, position, pay, or experience in the workforce and they've allowed that dissatisfaction to come to such a boiling point that they become detractors within the culture, says Robert H.
But you don't want to come off like a crybaby. So posing a basic question to them is a good start: Is there a reason you're acting like the boss? “Just ask the question,” said Marcus. “Maybe they don't even know they're doing it.”
"The best is what we call the DESC approach. Describe the situation, in detail, explaining what the problem is, and why. Make sure you have evidence to back this up. Then offer a solution - what you want them to do, and then the consequences: what will happen if they do - and don't do - as you ask."
How do you politely tell someone to stay in their lane?
You could say something like: “I appreciate your input, but I think it's important for us to stick to our own areas of responsibility to avoid confusion and ensure that we're both able to focus on our own tasks.”
Just say, “Leave me alone” or “Please leave me alone from now on.” Though this won't be pleasant, the sooner you get the message across, the better. If this is someone whom you really need to be firm with, then you shouldn't waste time on small talk. Look the person right in the eye and show that you're not afraid.
Toxic employees can be identified by their overconfidence, self-centered attitudes, and lack of cooperation. They often disrespect co-workers and prioritize their interests over the team's. Their behavior disrupts team dynamics, lowers morale, and hinders productivity.
How do you deal with an employee that no one likes?
Sit down for a talk. Be specific about where she's falling short and what needs to change. For instance, you might explain that maintaining good relationships with other team members, a willingness to explore new ideas, and being open to feedback are key requirements for performing in the role successfully.
