It's that time of year, when laborer evaluations are due, where we evaluate the behaviors in employees that annoy us the most and try to figure out what to do about them. Below are ten behaviors that experts all over the world have identified as irritating, problematic, or counterproductive along with a proposed solution to the problem. The ten are in no single order, but each one has its own set of circumstances which impact a company's productivity or morale in some way.
Promotion and/or Pay Raise Seekers Who Haven't Earned Their Stripes
"If you want something different or better than the position you're currently in, then do the work, serve the role, earn the job and make it obvious to everyone colse to you that you deserve it (without blowing your own horn every five minutes). The easiest promotions come when it's blatantly clear that person is already doing the job and capable of carrying it. The worst situations come when person gets promoted to a job for which they aren't qualified. everyone suffers in that scenario," says Dick Hoffman, Owner of Hoffman administration Consultancy based in the Netherlands. "When person pursues a title, promotion or raise so relentlessly that they make everyone colse to them miserable, then it's normally time to propose that they exit the current situation and pursue an additional one job."
Falling Asleep on the Job
Sometimes employees simply don't get the allowable rest, but it's unacceptable to nod off during the work day or meetings. companies aren't paying their employees to take a siesta on their dime. This is not only a hindrance to the business itself, but it admittedly upsets other employees. A research associate in the San Francisco area recounts a recent sleeping on the job incident where the outcome will all the time have two behavior altering options: "If sleeping on the job became a frequent qoute with the employee, I would cite safety issues (which are applicable, as we work in an engineering/laboratory environment) and give the laborer the choice of a) getting immediate help (and I would have to see documented proof that he/she was admittedly getting some help) or b) face termination."
Pardon the pun, but it's hard to sleep on this one--quick and decisive performance is required to save face and improve productivity. A general consensus seems to propose that the best solution for your business is an immediate termination if you catch person often sleeping on the job or during meetings. It's not the company's accountability to cater to employees which don't get the allowable rest.
Teaming Up in an effort at Getting a Co-Worker Fired
This makes our list for the easy intuit that executives and managers should be entrusted to ensure that the right habitancy are "on the bus." No amount of laborer revolt against one laborer will advantage anyone therefore it is best to keep the lines of transportation open in the middle of all parties. If a riff is sensed among the constituency, hash it out to the best of the team's abilities as a team. If a mutiny is inevitable, effort to satisfy everyone's concerns by attempting to restructure the team in such a way that promotes functionality above personality differences. If push comes to shove, person may need to be finished as a last resort to permit the business to move forward.
Not understanding the Business
Ram Charan, a beloved business author and old Ceo of Honeywell, mentions in his book What the Ceo Wants You to Know, "when you come right down to it, business is very simple. There are universal laws of business that apply either you sell fruit from a stand or are running a Fortune 500 company."
If you're an employee, take the time to truly understand how your boss makes money. If you're a business executive, spend some of your time to clarify how your business makes money so that everyone has the basic fundamentals down. This is the least you can do to improve your likelihood of long term success.
Being a Know-it-All
No one enjoys being subjected to criticism or one-upsmanship from co-workers especially if that person isn't the boss. There are no employees at any company, along with the Ceo, that know every talk to every conceivable problem. That's why there are habitancy in assorted roles within the company. If there is a "know-it-all" among the group, the best solution is to confront that person and hash out the differences as a group. Be rigorous not to make it appear as if you're ganging up on the guilty party though. If the person provides a vital set of skills to the organization, your goal isn't to eliminate the employee--it is to discourage the behavior while chronic to capitalize on their unique strengths. Conversely, if the person is no longer providing tangible benefits to the organization, maybe it's time to encourage the qoute child to seek employment elsewhere.
Eating at Your Desk
Nothing short of instituting a "please eat in designated areas only" course will literal, this problem. Businesses should think implementing this course if for no other intuit than to safe business assets such as the computer, keyboard, monitor, desk, chair, and phone at each person's work area. Grease can jab those objects and wear them down over time not to mention the unsightly grime and residue build up. If you have carpet in your office, it's doubtful you desire to replace it often because of repeated mishaps. While most habitancy are rigorous not to spill things, accidents are bound to happen so why not take the steps to limit them to areas better qualified to keep them?
Dave Gullo, Owner of Snowboards-for-sale.com based in California, puts a humorous spin on this, stating "the sounds of mastication are annoying. Worst case is an laborer who is eating Kfc and working at the same time touching your monitor leaving rainbow marks." Indeed!
Always Playing the Victim
If bad things are supposedly all the time happening to person colse to you or even to you, it's time to confront the guilty party. Complaining all the time without presenting viable solutions aggravates everyone in petite time. Life isn't all the time a picnic for anyone, but a consistent negative outlook is demoralizing to say the least. "Victim behavior is disruptive because victims originate drama, they are constitutionally incapable of taking accountability for the choices they make which means they are intractable and incurable. Arresting is extremely recommended through rigorous screening," says Jane Plank, Sr. Menagerial Vice President of Human Resources at Equity Consultants in Richfield, Ohio.
Plank suggests quick medicinal action, "when an employee's choices become more problematic than the advantage added to the company, it is time to coach them up or out." Preeti Kalra, an Hr boss at Dilithium Networks in India, encourages one-on-one sessions, "Have any one-on-one sessions with laborer and talk about things that bother him/her, clarify why things are the way they are and if the complaint is genuine fix it. If you religiously succeed this custom you might be able to turn employee's approach."
Arrogance and Control
It's extremely difficult to deal with employees or bosses which exhibit an attitude that they are somehow above the rules yet also desire to operate those colse to them. When those situations arise, crap normally hits the fan quickly. To survive and grow from these sticky situations, Kathleen Erickson, Director of Sales & business amelioration at Massively Parallel Technologies in the Denver area, suggests that there needs to be a culture of open transportation that "when two habitancy respect each other adequate to say what's on their mind and work through the issues or clarify the misunderstandings...things go pretty well."
Once the air is cleared, the relationship can grow and the assosication can continue to thrive. "If we can humble ourselves adequate to let creativity flow and appreciate the true talent and untapped inherent in one another, fabulous things can happen right before our very eyes. Daily heroes are all colse to us...even in the workplace." Erickson says.
Stubbornness
Simon Harriyott, Founder of Sussex Geek Dinners in the Uk, points out that person with a hard head is problematic to him, "coming to a consulation with a fixed decision in mind, and refusing to listen to or think alternatives. It's much worse when they've reached the wrong conclusion. It's a hard one to fix, but sometimes slowly asking questions will get them to think about their solution more deeply, and they may see flaws in their original decision."
Said Hmaidan, Senior information Officer at International Finance Corporation, The World Bank Group in the D.C. Area, agrees, "As transportation is the foundation of all conflict resolution and team building, habitancy which such behavior tend to originate a negative climate and bad vibe among the team." He suggests this inherent solution: "there are any ways to remedy this but the most productive is by acknowledging the point the person made and originate a new inherent scenario placing the person into that scenario to attract his/her attention. When the person becomes attentive, then it is easier for him/her to see others point-of-view."
Laziness
Ah, who could leave out the annoying laborer that simply doesn't want to work or refuses to apply themselves? David Benjamin, Direct Placement Recruiter at Variant Partners near Detroit, gets bothered by "the efforts and creativeness of lazy employees all the time making excuses of why the business or they can not be successful. They come up with the most creative ways to spend their time to demonstrate their point instead of using that time wisely to become a success." In problematic situations such as this, it's best to help the laborer seek out employment elsewhere, maybe an additional one department within your organization, because it's doubtful they will ever be happy in their current role.
What the Issues Have in Common
In all of these cases, most experts agree that open transportation can alleviate a lot of problems. Some even propose a more proactive and self centered arrival such as the one Joao Trindade, International boss at Wisse Financial in Trinidad, utilizes, "What I've all the time tried to do, was to understand that person's motivation and try to turn the way I worked with them, in order to take the best part this person had to give to the business (if the mountain doesn't go to Moses...). I would say that after some time, habitancy understand that are being treated differently and they will try to understand why. Sometimes, when they figure out why, they turn by themselves, which I believe is the best method."
Ray van den Bel, an Independent advisor in the Netherlands, points out that sometimes habitancy will just have to agree to disagree. "It depends on your own transportation style which is most annoying because some styles do not interact with other styles. Expressive habitancy and analytical habitancy are thus often opposites."
While there are no definitive sure fire fixes for annoying laborer behavior, chance the lines of transportation seems to be the most beloved elixir many experts suggest. If you openly present with your employees, and there are still major problems, it may be time to go in a different direction in order for both parties to be happy and content.
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