5 Signs Your Team Has a Problem Starter (and How to Fix It)

Jul 10

Productive, efficient teams are vital to streamlined businesses that are able to scale systematically. They are focused on goals, have a good camaraderie to collaborate, and are able to be adaptable and flexible with business changes.

But what happens when you have an employee who seems to always find fault with everything, or shoots down every new idea that comes their way? You may be dealing with a problem starter.

Problem starters are employees who are quick to point out flaws and criticize new ideas without offering any constructive feedback. They can have a serious impact on your workplace culture, stifling innovation, and leading to a decrease in morale.

The good news is that problem starters can be fixed. By recognizing the signs of a problem starter and taking action, you can bring your team back on track towards productivity and success.

Characteristics of Problem Starters

Problem starters are often negative and critical of others. They may avoid teamwork and collaboration, preferring to work alone. They can also be resistant to change, preferring the status quo even if it's not working well.

Some other characteristics of problem starters include:

A lack of accountability for their own actions
Refusal to take responsibility for mistakes
Passive-aggressive behavior towards colleagues or team leads
A tendency to complain rather than offer solutions
A lack of enthusiasm or motivation

It can be difficult to spot a problem starter in the workplace, as they may not always exhibit overtly negative behavior or attitudes. In some cases, problem starters can be high-performing employees who are great at their individual tasks but cause friction with others on the team. They may engage in subtle undermining behaviors or exhibit a lack of teamwork and collaboration, which can ultimately harm team morale and productivity. Identifying problem starters requires a careful and nuanced approach to understanding team dynamics and recognizing the impact that individual behaviors can have on the group as a whole.

The Cost of Problem Starters

Allowing problem starters to remain on your team can have serious financial and cultural costs. These employees can reduce productivity and teamwork, and are likely to create a toxic culture. For example, a study by Harvard Business Review found that toxic employees cost businesses an estimated $12,500 per year, in addition to leading to decreased job satisfaction and increased turnover.

Nothing affects your employees’ trust in management and engagement in your organization more than allowing a problem-starter to stay on the team. Not only that, but problem starters can also prevent innovation and growth within your small business. By constantly shooting down new ideas, they can discourage others from proposing creative solutions.

5 Signs You Have a Problem Starter on Your Team

Now that we know what a problem starter looks like and the impact they can have, let's explore five signs that you may have a problem starter on your team.

They criticize without offering solutions

Problem starters will often be quick to point out flaws or issues with a project or idea, but they won't offer any constructive feedback or solutions for improvement.

2. They resist change

If an employee is resistant to change and is constantly pushing back against new ideas, they may be a problem starter. This can prevent your small business from moving forward and improving.

3. They avoid teamwork

Problem starters may avoid working in teams or collaborating with others, preferring to work alone. This can cause a lack of cohesion within your team, leading to decreased productivity and morale.

4. They complain frequently

Employees who are constantly complaining or talking negatively about colleagues or projects can bring down the mood of your workplace. This can lead to a toxic culture and decreased motivation.

5. They lack enthusiasm

Problem starters may lack excitement or motivation for their work, which can lead to decreased productivity and a lack of engagement.

How to Fix the Problem

So, you've identified a problem starter on your team. What can you do to fix the issue and get things back on track?

The first step is to address the employee directly and provide specific examples of their problematic behavior. Be clear about the impact their behavior is having on the team and the company as a whole, and listen to their perspective as well. You can also try to encourage the employee to offer suggestions for improvement rather than just criticism. Provide opportunities for them to work in teams and collaborate with others, which can help break down barriers and improve overall teamwork.

Finally, if the problem persists, you may need to consider disciplinary action or even termination. While this should be a last resort, it's important to remember that problem starters can have a serious impact on your small business and can prevent growth and success.

Moving Forward

By recognizing the signs of a problem starter and taking action, you can improve your team's productivity and overall workplace culture. Don't let one negative employee bring down the rest of your team – take action and get things back on track towards success and innovation.

If you're struggling to identify or address problem starters on your team, consider getting a Quickfire Operations Audit. Our expert consultants can work with you to identify the problem areas in your business or team and provide actionable recommendations for improvement. From identifying change makers during the hiring process to fostering teamwork and innovation, our audit can help you unlock the full potential of your team and create a workplace culture that fosters growth and success.

Samantha Cordero