If the subordinate exhibits toxic behaviour, intervene quickly
As HR Morning states, it is crucial to determine quickly whether the argument is a harmless discussion, an overly emotional reaction, or a sign of toxic behaviour. If the subordinate's actions have toxic elements – such as undermining the psychological well-being of colleagues or displaying blatant disrespect toward you, the company, or others – it is necessary to act swiftly. Do not allow the situation to escalate or try to ignore it.
Don't let an argumentative subordinate influence their colleagues
It is sometimes beneficial to question ideas, proposals and processes. However, if an argumentative employee merely enjoys endless debates or is prone to explosive outbursts without being open to explanations, ensure their influence on colleagues does not become too strong.
Maintain respect but establish clear boundaries
Everyone loses their temper occasionally. Sometimes we argue due to personal issues or long-standing frustrations. Strive to act with respect and understanding, but at the same time make it clear that certain boundaries must not be crossed.
Try to understand the root of the problem
In many cases, the reasons given during an argument are merely a distraction from the real issue. Have a face-to-face conversation with the argumentative subordinate to clarify the real underlying problem.
Suggest alternative ways to handle similar situations in future
If a conflict arises and you are dissatisfied with how your subordinate handled it, take them aside. Acknowledge their frustration or concerns, but make it clear that in future you expect a different approach. Explain how the situation could have been managed better and positively encourage them to handle similar scenarios differently next time.
-mm-