I have a peer in my small niche that is toxically negative to my coachees. Just sarcastic and a little nasty. I’ve already talked to the practice leader that this manager is having a negative impact on morale. I also arranged for the senior who gets the brunt of this manager’s garbage to move out of her scheduling pod as soon as the pods transition in mid October, what else can/should I do? I try to do regular check ins, take full advantage of our incentive programs, etc. but I want to do more.

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Generally curious what that peer does that is toxic.

Because I have heard holding people accountable and status checking is considered toxic so some of the new seniors are def not taking ownership of their actual job and trying to remain associates

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I’ve seen screenshots of the communication and it is sarcastic, and overly negative. I do understand that some younger professionals cry wolf when it comes to accountability and this isn’t that. My natural sense of humor is pretty dry but I would classify these communications as passive aggressive and just not professional. Very sorority mean girl.

I had a talk with another senior who was unnecessarily stringent with the staff. If the staff weren’t performing it’d be one thing but they were so there was no need to micromanage. The staff were complaining to me about him. I came at it during a different meeting with just us and said that my staff did well with a light touch and that I was getting really good results from the staff by checking in periodically during an assignment and not all the time. I made it more of a “what a relief! it’s so nice to be able to trust them to do their job” kind of thing. It’s always best to start off light before you move to heavy handed. He got the hint.

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What did your leader say? Hopefully they will take some action.

If you are comfortable, I would pull that Manager aside and have a conversation with them directly.

Other option is to reach out to your ethics hotline and file a complaint. Good luck!

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