Inheriting a toxic team - advice needed

[Wonderbug81]

I'm inheriting a toxic team. There are 3 team members in particular who are dragging the rest of the team down.

I'm joining at a point where my manager has already agreed to implement PIPs with HR so I'm there to keep the team on track and start the PIP process.

The situation is complicated by some of the team members having been on sick leave partly - they say - for stress (now back) so we need to tread carefully.

HR are a bit slack so I'm trying to do my own due diliegence to make sure I'm following the right processes for the PIPs, recording everything in writing etc.

Any tips and/or links to websites that might help are welcome.

Gosh I feel sorry for this team. They could really do with getting a decent manager who will have their backs.

I inherited a team with a couple of toxic team members.
They too were dragging the team down.
For me it was about setting the stage early in. You are the Manager, let them know but don’t go in all guns blazing.
Listen to concerns but set the scene.
Let them know you don’t tolerate poor behaviours, address them straightaway. Record them in 1 to 1s. Don’t allow their toxicity to affect your decisions about them so always remain fair.
Never let them see anything bothers you, deal with them fairly and empathetic ally when needed but firm when needed.
promote positivity, reward successes to those who aren’t toxic.
its been hard but cracked most of the issues.
Thise who can’t tolerate it will move on eventually.

But HR are not responsible for the team the leaders are. HR are there to support and guide you on processes and more strategically to enable the organisations to ensure they have the right people, in the right place at the right time.

The managers are responsible for creating an environment for people to thrive. There are very few people who are awful for awful sake (and I've come across these people so I know they exist and are dreadful to manage) but it cannot possibly be a whole team that are awful. It is your responsibility to find out the root cause. Do a culture review with them - someone up thread linked you to lencioni - his work is great and really grounded in excellent theory.

Please don't just cast the team as awful without getting to know them first.

You need to be far more positive. Treat people fairly and equally. They need to trust you have their backs and will make positive change.

I don’t think your attitude is the best so far. You want them on your side.

So many mangers forget they are the team support - not the run and tell micromanagers that chick the team.

I know I had one!

Where in my post do I suggest HR are responsible? And where did I say it was the whole team? It's 3 people. I've asked for guidance to make sure I'm following the correct procedures because I'm not confident that HR will be.

This is a long, ongoing issue where more than one manager had experienced issues and I want to resolve it properly and positively but I also don't want to end up in a tribunal situation if the proverbial hits the fan which I know can happen in situations like this.

You've said twice that HR aren't helping, are slack - what have they advised?

And to be fair, you did say it was a toxic team with 3 in particular.

You need together your capability and disciplinary policies from HR and ensure you follow them. That’s the starting point.

if someone is off with mh issues it may be worth sending them to occ health and asking questions around performance and reasonable adjustments inc the pip process if needed. A stress risk sssessment (refer to your stress policy is also worth a look.