There’s nothing worse than starting a new role as a team leader only to have one of your team members go behind your back and try to undermine you. The reality is it’s not all rainbows and unicorns in senior management. In fact, most companies struggle with behavioral issues. According to a study by Harvard Business School, a toxic worker can have more impact on performance than a “superstar.” Talk about the impact of a “rotten apple on a whole barrel.” So, if you’re feeling defeated because are having an employee who’s undermining you, stick til the end because, in this blog post, I will share with you some tips to overcome this situation.

Before diving into the content, make sure to grab a seat and sign up for my FREE class, How to Become an Effective Leader so You Can Build a High-Performance Team, here!

Dealing With Employees Who Undermine Your Authority

First, let me start by saying from the bottom of my heart that I’m so sorry you are going through this. It’s an awful situation that might even have you questioning your leadership skills. The reality is you’re in that role for a reason and can overcome this situation in your favor. As I always like to mention to my students, you should consider all the challenges that may arise as opportunities to improve your performance and develop new skills.

So when you’re dealing with employees who undermine your authority, your focus from now on should be on finding ways to deal with this behavior, which starts with identifying the following traits:

• Team members going around or above you: If they are reaching out to your manager directly or other team members.
• They gossip about you: People will always have an opinion about everything you do. But a whole other thing is having a team member constantly gossip because not only is that a lack of respect, but it can also promote a toxic work environment. 
• They unfairly blame you: If you find yourself dealing with situations in which no matter what you do, you’re always found guilty, this might be a toxic trait you want to eradicate immediately from your team.
• They’re unnecessarily competitive: It might be a sign of toxic behavior if your team members constantly need to prove themselves they’re better than you or someone else and can “win” the challenges.
• They withhold information from you to make you look bad: Communication is the core of leadership, so when your employees do not provide enough feedback or the information you need, it’s time to address the problem. Remember that these disruptive behaviors can lead to misunderstanding and a negative work environment.

What other traits can you think of that translate into undermining behaviors? I’m interested to know, so comment below with your experiences!

Btw, if you would rather watch instead of read this article, check out my video below where I dive into this topic.

As we mentioned in the beginning, you can do something to turn around these behaviors and make the most out of these challenges. Let’s explore each one in detail.

#1. Evaluate the Root Causes

Undermining behaviors are just a symptom that something else is happening, so to deal with these situations, you need to dig deeper and focus on the root causes rather than the problems. At the core, an undermining behavior might be a lack of trust. Whether your team members don’t trust your decisions, leadership, or competence, something is going on that’s blocking them from fully being confident in your skills as a leader. If this is your case, I recommend reflecting on what might be causing the lack of trust. Perhaps a lack of communication, a misunderstanding, or a previous experience impacted them. And because you didn’t address it back then, it left them doubting your capacities as their leader. So, whatever it is, try to identify the root cause to consider the right approach to address this issue. 

#2. Have an Open Dialogue. 

I know communication is a struggle for most of us, especially when dealing with challenging situations like undermining behaviors, because we all hate conflict and want to avoid it as much as possible. However, in order to solve these problems, we must have an open and constructive dialogue with this person to understand what’s reinforcing their undermining behavior. Promoting an open and honest conversation can help you understand their perspective and the triggers behind their actions. 

Sometimes, underlying issues may be a personal trait of your team members, and they might not even realize the impact of their actions, or it can be just a simple misunderstanding.

Regardless, don’t stay quiet. Remember that “whatever we don’t address, we’re giving permission to.” So, instead of allowing it to happen by staying silent, address the elephant in the room and find a solution to overcome this behavior.

#3. Set Clear Expectations. 

I never get tired of talking about setting clear expectations in leadership because this area is usually the crack of many issues. So, when dealing with undermining behaviors, define and clearly communicate your expectations for your team. Let them know their roles, responsibilities, and boundaries, and reinforce how these expectations align with the team’s goals and values. Setting clear expectations will give your team members a framework to work. And a place to be held accountable for their actions.

#4. Be Consistent in Addressing Undermining Behaviors. 

If you want to eliminate these behaviors from your team, you have to stay consistent. And by that, I mean not letting the behavior slide once or twice. Being consistent and maintaining your authority as a team leader can help you develop a healthier work environment in which you’re all focusing on moving forward despite the challenges you may encounter. Always remember, when you see someone acting with an underlying behavior, hold them accountable to help them understand the consequences of their actions. 

#5. Consider Undermining as Underperforming.

We tend to think performance issues only relate to our operational tasks. Still, they also encompass how we act, so when an employee actively undermines your authority, they may also be underperforming. As a team leader, it is your responsibility to put a stop to these situations. So when you detect a “rotten apple” in your team, don’t wait until it rotten the whole barrel. Address it promptly and take the necessary actions to prevent it from happening again. 

Remember to save this article for future reference and share it with your colleagues who might be facing this situation. Let them know they’re not alone and can overcome these challenges, which will only broaden your experience as a first-time team leader.