Managing Volatile People Get the Best From Emotional Team Members Mind Tools Club offers us the following advice.
- The dictionary defines volatile as likely to change in a very sudden or extreme way, which means these people will display unexpected changes of emotions and can have a negative impact on the others. They are often passionate, effective and driven perfectionists, but when they get frustrated or lose their temper they cause problems.
- Volatile people affect others by
- Monopolizing the leader’s time by having to deal with their mood swings and complaints from others. In a committee situation they can side track the Agenda
- Spreading negativity by raised voices, arguments and sulking all of which can create an awkward and uncomfortable atmosphere. This can make others feel apprehensive, angry or fearful of raising issues or suggesting ideas and thus can damage morale
- Damaging your reputation as a leader because others see you as ineffective if nothing is done about this person’s behavior. Research has estimated that one “bad apple’ can reduce a team’s performance by as much as 30-40 percent. Be sure you as the role model/leader aren’t demonstrating volatile behavior yourself
- Help them understand their behavior by trying to identifying triggers such as unrealistic workload, short deadlines so they can minimize those situations
- Make it formal by reminding them of the organization’s rules and again explain the effect the behavior is having on others. You have to be crystal clear on what has to change. If appropriate let them know that their good performance in the past does not give them the right to behave in this way.
- Put behavior goals and coaching in place with a documented performance plan.
- If needed formally discipline through the organization’s progressive discipline process no matter how uncomfortable it is for you. Rarely if ever does behavior change on its own because it makes sense to the person or they wouldn't be doing it.
- Dealing with volatile people
- Approach your volatile person coolly and calmly. Talk about the specific affect their behavior is having on other staff. Be assertive and give clear specific feedback. Using specific examples such as When you said xxx I felt yy is that what you indended? Ask for their thinking to see if you can find the cause of the behavior.
- As the leader if you don't deal with this behavior you are being unfair to the rest of your people
Please share your experiences.