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Anyone from Leidos? Anyone? ...... *crickets*
Jummah Mubarak Fam ☪️💚
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Not enough color here on what’s actually happening to be able to provide suggestions
If people aren’t pulling their weight though, “accountability” is not necessarily bullying
I would recommend having a meeting and first do something they can do as a team. A team building exercise and then stress how important it is that they work together and allow them to also give constructive feedback. You may have to divide the work and then say once your work is done then if there is ay other work that needs to be completed then sending an email to the group as to what is left to be done can help.n
I suggest a one on one.. hear everyone out and hold said “problematic “employees accountable afterwards if the issues still persist.
A team notices when management has learned about situations and does nothing. Trust is key.
Talk to each of them individually. I was bullied and harassed to do work that was supposed to be equally shared but was, in reality, a clique that cherry picked the tasks they wanted to do and dumped everything even remotely unpleasant on the remaining staff. When I pushed back they made me out to be the problem and then spent their time attempting to sabotage my work instead of doing their own. Eventually I very loudly quit - naming names, dates, and bringing receipts - last I heard the entire department was in chaos because the clique couldn't pass core competencies after cherry picking for so long and thus lost their jobs. The company that runs the facility doesn't pay enough to attract any quality candidates to replace them.
I would have 1:1 meetings. You can sometimes get everyone to open up in private. In a group meeting, I would point out they are a team. As a team, it means they are accountable to each other. As a team the accountability also is respect. Find out as a fellow team member what you can do to help. You can find out as a team maybe shifting positions would help. Do they need more training or suggestions to improve productivity. If productivity is an issue, I have had other team members observe and identified time being wasted they did not realize. The main thing I always do is keep it peaceful, accountable but approach with help to solve the problem.
I guess unpopular opinion but I don't see this as a problem at all. I'd call this accountability culture. Peer pressure can be even more influential than supervisors for some rebellious people. I would not intervene at all unless someone is psychologically unwell (and performing to reasonable expectation).
I think the most important first step is to have a team discussion where the hard conversations are addressed head on. A culture of bullying is not a successful long term situation, and if you allow bullying on "accountability" then you are allowing it to grow into a solution to other issues that the "team" deems appropriate. Adults should have conversations with an expectation of respect. If you do have people not pulling their weight, then set expectations clearly, put them on a performance plan and terminate them if they don't change. Same goes for bullying.
I would address the whole team first! Print the policy on bullying and have each team member to read and sign it! I would reinforce the policy and state that we have a no bullying tolerance! Ask if they have questions or concerns about bullying! Announce that today I addressed the team but next you will have a 1:1 with staff the next time! Make them aware that you will follow the policy as far as discipline goes, including decreasing work hours, suspension and termination! Ask them to please follow the policy and treat everyone with respect that they want to receive! Find a video on bullying and have them watch it!