Manipulative behaviour in the workplace has a detrimental impact on team morale, productivity, and overall organisational health. For primary care managers, dealing with manipulative staff can be particularly challenging due to the sensitive nature of the healthcare environment.

If you’ve ever had to deal with an employee who uses emotional appeals or guilt trips to avoid taking responsibility for their mistakes, or blames a colleague for a missed deadline (even though they were the ones who caused the delay), you’ll know that these tactics can create a toxic work environment. It can erode trust and undermine the effectiveness of the team.

Identifying Manipulative Behaviour

Recognising the signs of manipulative behaviour is crucial. For example, a manipulative employee might gaslight colleagues by denying or twisting their experiences, or they might triangulate by playing one team member against another. Additionally, look for consistent patterns of behaviour, such as blaming others for their mistakes, taking credit for others' work, or spreading rumours.

• Recognise the signs: Be aware of common manipulative tactics such as gaslighting, triangulation, and passive-aggressive behaviour.
• Observe patterns: Look for consistent patterns of behaviour that may indicate manipulation.

Document Everything

Keep a detailed log of all interactions, including instances of manipulative behaviour, warnings, and disciplinary actions. For example, if an employee makes a passive-aggressive comment or sabotages a colleague's project, document the incident and any related evidence. This documentation can be essential if the situation escalates and legal action becomes necessary.

• Keep a record: Maintain a detailed log of all interactions, including instances of manipulative behaviour, warnings, and disciplinary actions.
• Gather evidence: Collect any supporting evidence, such as emails, text messages, or witness statements. Document any instances of bullying, harassment, or discrimination.

Address the Issue Directly

Have a private conversation with the employee to discuss your concerns. Be specific about the manipulative behaviour and its negative impact on the team and organisation. For example, if an employee is constantly undermining the authority of other team members, explain how this behaviour is creating a toxic work environment. Clearly outline the expected behaviour and the consequences of continued manipulation.

• Have a private conversation: Schedule a private meeting with the employee to discuss your concerns.
• Be specific: Clearly communicate the manipulative behaviour and its negative impact on the team and the workplace.
• Set expectations: Outline the expected behaviour and the consequences of continued manipulation.

Provide Support and Resources

Offer assistance to the employee by encouraging them to seek support from employee assistance programmes (EAPs) or counselling services. This can help them address any underlying issues that may be contributing to their manipulative behaviour. Additionally, consider providing training on conflict resolution, effective communication, and recognising manipulative behaviour.

• Offer assistance: Encourage the employee to seek support from EAPs or counselling services.
• Provide training: Consider offering training on conflict resolution, effective communication, and recognising manipulative behaviour.

Consider Mediation or External Intervention

If internal efforts fail, explore the possibility of involving a neutral third party, such as a mediator or HR consultant. This can help facilitate a resolution and prevent the situation from escalating further. In severe cases, seeking legal advice may be necessary.

• Involve a neutral party: If internal efforts fail, explore the possibility of involving a mediator or HR consultant.
• Seek legal advice: If the situation escalates, consult with an employment lawyer for guidance.

Be Aware of Legal Implications

Familiarise yourself with UK employment law and your Practice policies. Make sure that any actions taken are fair, reasonable, and in accordance with anti-discrimination legislation. For example, if the manipulative behaviour is linked to a protected characteristic (e.g., age, gender, race), it's crucial to handle the situation carefully to avoid any potential legal repercussions.

• Understand your obligations: Familiarise yourself with UK employment law and your organisation's policies.
• Avoid discrimination: Ensure that any actions taken are fair, reasonable, and in accordance with anti-discrimination legislation.

Protect Your Team

Prioritise team morale by creating a positive work environment where employees feel valued and respected. Set clear boundaries to prevent manipulative behaviour from affecting the team's productivity and well-being. For example, establish clear guidelines for workplace behaviour and enforce them consistently.

• Prioritise team morale: Foster a positive work environment where employees feel valued and respected.
• Set boundaries: Establish clear boundaries to prevent manipulative behaviour from affecting the team's productivity and well-being.

By following these strategies, managers can effectively address manipulative behaviour and create a healthier, more productive work environment for their staff.

Want to improve your team's performance? Our “Total Team Working” Thornfields workshop can boost morale and productivity, and our HR Helpline (available to members through our FPM Core software) can help managers find the expert guidance they need on employee relations.