How Can I Handle a Talented Yet Toxic Colleague in My New HR Role?

Hi,

I'm new to the HR role. I've joined this firm as an HR Executive-Generalist just 1.5 months ago. I'm new to this role as well as to the advertising industry. I've worked as a Process Lead previously in a BPO and am currently pursuing MHRDM (now in the final year).

My firm is a mid-size firm (run by a family). We have one person, Mr. X, who is a Creative Head. He has been in this organization for the last 6 years. He is a perfectionist and is excellent at his work. There are no doubts about his credibility, and he is an asset to the organization. However, this person is very egotistic and pompous about his work. He classifies people into basically two categories: good and bad. Good, for him, are those who can get along with him, and bad is just the opposite. If he likes a person, he/she is good, and vice versa. Once a person falls into his bad category, he will do anything to make that person's life miserable and put them down. Many people have quit the organization because of this person. He has previously been given feedback on his rude behavior, and from what I have observed, there has been only a 25% improvement (which is post-feedback). According to management, they know that this person's behavior is wrong and is a kind of threat to the organization. However, they have remained silent about it because of his finesse. They want to address this situation and are looking for alternatives.

Can anyone suggest how to deal with this situation?

Regards,

Aparna

Dear Sender,

This kind of behavioral issue can be found in every organization. If the management cannot do anything, it is better to behave nicely towards him. When the time comes and he needs help, show your willingness to assist.

Ask the HR manager to send Mr. X to attend a behavioral-related training program. This way, he will understand the message that the company wants to convey.

If such a situation occurs with you and you have the courage, tell him directly about his adamant behavior that you find unpleasant. Someone must help him realize his actions.

Regards,
Bhushan

Thanks, Bhushan, for your reply. Sending him for training and all is not possible since this is a mid-sized firm run by a family, and such sessions are not practiced here. Can more people come forward with suggestions?

Who will bell the cat? Answer: a dog. I will narrate a real incident. A leading organization installed CCTV cameras, which led to a long-pending issue being resolved. One of the senior people was very rude, at times even with the clients. Now, one fine day, his outburst was captured on camera. No disciplinary proceedings were initiated, no warning, no suggestion. The snippet was shown to the person by the CEO, and he resigned and left the same day.

Surya

Hi,

I think the only way to change it is to sit with him and have a face-to-face conversation. You might be younger than him, you might be new to the industry, you might be new to HR, and you may not even have the necessary knowledge as him, but remember one thing: you are an HR professional, and it is the duty of HR to change a person's attitude that is affecting an organization or individual. Hey, you can't afford to lose five assets for the price of a liability. It's in your hands, yaar. If you want, you can even change a liability to an asset. Do it.

The reason I am telling you this is that I had the same problem exactly like you, and I solved it. If a dumbo like me can do such a thing, then anyone can do it. Study, study, study... Every situation has a solution.

Regards,
Vasanth
09940158323

I'm really glad for people who have shared their experiences and advice. It has actually boosted my morale and made me confident. It's actually the fear that I have in mind of approaching and his rude answers had put me down totally. But going through all this, I've learned that I need to come out of this... Thanks once again to all of you for sharing your views. :D

Regards,
Aparna