Have a Team Member Stirring the Pot? (Issue #21)
Navigating difficult team members, celebrating national fun day at work and the last week of January digital detox
Happy National Fun at Work Day!!
Although I am a huge advocate of laughing everyday, sometimes its a bit tougher when the projects are piling up and the numbers don’t look so hot. But this Friday (January 31st), I encourage, demand you celebrate — because its National Fun At Work Day (International is going to be celebrated April 1st).
In my experience, my teams and I have always taken time to share a funny story, have a good laugh, work hard and honestly play harder. Check out more of how my team and I built an awesome remote work culture in 2020 (yep—covid time)
Also, p.s for my Florida friends—snow in Florida, the heck? Stay warm…
📰 Hello, AMA!
Q: “I have a team member who’s disgruntled and causing issues by stirring the pot, spreading negativity, and creating tension within the group. How can I address this without escalating the problem or further damaging team morale?”
A: First of all, I hear you— this kind of situation is tough. Balancing your team’s morale while addressing a sensitive issue like this isn’t easy, but you’re already on the right track by wanting to handle it thoughtfully. Here’s a supportive approach to help you:
Start with Empathy (Always)
Take a moment to consider what might be fueling their behavior. Often, negativity stems from feeling unheard or undervalued.Have a Candid but Caring Conversation
Find a private, non-threatening time to talk. Start with something like, “Hey, I’ve noticed some tension lately and wanted to check in. Is everything okay?” This shows you care about their perspective rather than just focusing on the problem. A reminder, tackle the problem do not focus entirely on the person.Focus on the Impact and Give Specifics
Gently explain how their actions are affecting the team. For example, “When comments like [specific example] come up, it seems to make others hesitant to speak openly. I want to make sure everyone feels supported.” This keeps the focus on outcomes, not blame.Give Them an Opportunity
Offer a way to channel their concerns constructively. You could say, “If something’s bothering you, I want to hear it directly so we can work on it together. I value your input, and your voice matters to the team.”Set Boundaries
If necessary, be clear about what’s acceptable, but frame it as a mutual effort. “I’m here to help, but we all need to contribute to a positive environment for the team to thrive.”If Needed, Get Support (like HR)
If the behavior persists, know that it’s okay to seek guidance from HR or another trusted leader. This isn’t about punishment, it’s about ensuring the team as a whole can succeed.Rebuild Positivity in the Team
Use this moment to reinforce what’s working well within the team. Celebrate wins, big or small, and keep creating opportunities for collaboration and open dialogue.
You’re doing great by addressing this head on and from a place of care.
It’s not easy, but by being empathetic and proactive, you’re setting a strong example of leadership. You’ve got this!
Got more questions? We’re here for you, send them over!
Creating a joyful and engaging workplace isn’t just about organizing pizza parties or virtual happy hours (though those can be great). It’s about fostering a culture where employees feel connected, valued, and yes, like they can have a little fun — no matter where they’re working from.
Here’s how leaders can balance fun and focus in hybrid or remote teams:
Embrace creativity in team building: Host interactive online games, virtual escape rooms, or even "Show & Tell" sessions. Keep it light and voluntary to avoid pressure.
Celebrate all the wins (big and small): Acknowledge achievements with shoutouts in team meetings or a dedicated Slack channel— I found this works really well. Recognition fosters positivity.
Encourage flexibility: Sometimes, the most fun comes from simply being allowed to step away from work guilt-free. Offer "Fun Break" days or suggest a mid-afternoon break for a coffee chat.
Lead by example: Share a funny story, participate in the games, or bring a little humor to meetings. If you’re having fun, your team will feel comfortable doing the same.
Ask for input: What does "fun" mean to your team? Let them co-create experiences that resonate.
Reminder, fun isn’t a distraction; it’s a bridge to better engagement and stronger relationships.
↪ What’s your team doing to celebrate National Fun at Work Day? Reply and share your ideas— we’d love to highlight them in next week’s newsletter!
ps. I ❤️ this article from teambuilding.com with 25 activities
Wellness Corner
How’s your January Digital Detox going?
My personal progress ↴ I got a few more days to make an impact!
This week I will be focusing on 1. Creating a new routine with less digital every day and 2. Limiting work emails to certain hours! Here’s how I plan to do that:
1. Creating a new routine with less digital:
Starting my day and ending my day offline. My goal is to start my day with stretching and sunlight!
Setting up “Phone-Free Zones”. I’m going to put my phone down and far away during family dinner time.
Reducing scrolling on those mindless apps— 10 minutes at a time.
2. Limiting work emails to certain hours:
Setting boundaries and sticking to them. I really struggle with this one as I HATE seeing notifications (must clear them) but I will work on this.
Communicating my plan to my team. Letting my teams know my availability for email responses, so they’re on the same page.
Closing time. Read about me singing ‘Closing Time’ and my routine.
Until next time, stay well.
𝒕𝒉𝒆 𝒃𝒂𝒍𝒂𝒏𝒄𝒆𝒅.𝒃𝒐𝒔𝒔 𝒕𝒆𝒂𝒎