3
Types Of Employees You Should Fire Immediately
As a
business owner, your time is limited; you hired a team of capable professionals
because there's no way you can do it all.
Even if your organization runs like a well-oiled machine, there's
usually at least one team member who causes you more stress than the others.
You may not even realize it, but these "time-suckers" hurt your
business by drawing your attention away from the tasks you need to do each day.
While many types of productivity-zappers exist in an office environment,
none are as disruptive as those who directly affect strategic
decision-makers. These three types of people should be removed from your staff
as soon as possible.
1. The Drama Queen
If your office doesn't have a drama queen, consider yourself lucky.
Found in almost every group of people, these individuals live life as though
it's a reality show. They enjoy stirring things up, then sitting back to watch
the fireworks. You'll likely find yourself frequently breaking up arguments
between employees, only to find the resident drama queen at the heart of it.
Whether it's exposing what someone said about someone else or accusing someone
of neglecting his work, these individuals will constantly require your
attention as referee.
Unfortunately, drama queens do more than simply waste worker
productivity. Their behind-the-scenes conversations are often negative in tone,
and the attitude can be contagious. This is especially true if the drama queen
directs attention to the company's leadership, causing a general distaste for
management that leads to greater problems within the organization.
Managing drama queens can be a delicate situation, because much of what
they do is social. Some businesses have implemented no-gossip policies, but
these policies are usually impossible to legally enforce. They
can also lead employees to feel that their personal conversations are being
monitored and judged. Instead, employers should document the behaviors that
have led to incidents in the office and address them directly with the
individual.
2. The Victim
One of the toughest challenges of managing people is knowing how to
handle the ones who like to play the victim. These people avoid accountability
for their own actions, preferring to blame others for bad situations. They'll
always have an excuse, and their constant complaints aren't missed by their
coworkers, who can even begin to develop their own victim mentality as a result
of seeing others do it.
Even stickier is the employee who seems to always have some ailment.
While every employer wants his staff to be as healthy as possible, there are
occasionally people who take advantage of the employer's generosity by claiming
an array of medical conditions that, over time, turn out to be unfounded. Too
often, the employer is left not knowing for certain if the person is truly ill
or is simply trying to take advantage of the system.
The overriding issue in the workplace is how the person's actions are
affecting the business as a whole. One person's chronic absences and refusal to
participate will eventually be noticed by other employees, who are likely to
feel resentful about having to cover. To avoid issues, have a set policy in
place regarding absenteeism, making it clear that after a certain number of
days within a cycle, a doctor's notice will be required. When an assignment
affects a vast majority of the staff, make it clear that everyone is required
to participate.
Keep careful documentation of each incident and, if issues persist, have
a talk with the employee about his or her issues. Make it clear that if the
person continues to miss work or decline to participate in work assignments,
action will be taken that may include termination. It's important to review the Americans with Disabilities Act (ADA), because you'll be
required to provide accommodations if the condition falls into an area that
would be classified as a "major impairment."
3. The Nonconformist
These rebels without a cause are determined to break the rules, from the
simplest to the most complex. If you have a dress code that prohibits T-shirts
with slogans, this person will wear one every Friday. If you have a set
procedure for how tasks should be completed, they'll go off script every time.
While some businesses are less restrictive than others, every business usually
finds it must enact some rules to avoid problems and remain productive. These
employees seem to see "rules" as "control" and want to
battle you each step of the way.
Instead of engaging in a power struggle with these renegades, determine
if there are ways you can work with rebels rather than against them. Often a rebel is nothing more than an
independent thinker who wants to make a difference in the world, rather than
just following along with what others tell them. If you can put these qualities
to work for your organization, you may find you have an employee who can help
your organization grow.
Sometimes, however, the rebel mentality comes from someone who takes it
a step further and tries to take over. This person tends to come across as a
know-it-all, refusing to listen to instruction and instead choosing to do
things his or her own way. Worst of all, this type of person may have appoint
him- or herself as a leader within the organization, ordering other
employees around. If given enough time, this type of toxic behavior could drive
some of your best employees away.
Whether an employee's independent attitude is a benefit to your
organization or not, it can definitely take a toll on employee morale. As
others see that someone is violating company policies, they may begin to wonder
why they have to follow the rules when everyone else doesn't. For that reason,
you'll have to enforce your company policies in a uniform manner, whether it's
corporate dress code, office hours and attendance, meeting project
deadlines, or some other clearly outlined rule.
Conclusion
Employee management is one of the toughest challenges for business
owners. By identifying employees who drain productivity and slow your
business growth, you'll be able to remove them and bring in professionals
who will help you meet your long-term goals.
http://www.businessinsider.com/3-types-of-employees-to-fire-2014-7?IR=T&utm_content=buffer74f37&utm_medium=social&utm_source=facebook.com&utm_campaign=buffer
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