Do you know about - 10 Annoying employee Work Behaviors and What to Do About Them
Laboratory Corporation! Again, for I know. Ready to share new things that are useful. You and your friends.It's that time of year, when employee evaluations are due, where we rate the behaviors in employees that annoy us the most and try to frame 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 explication to the problem. The ten are in no singular order, but each one has its own set of circumstances which impact a company's productivity or morale in some way.
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Promotion and/or Pay Raise Seekers Who Haven't Earned Their Stripes
"If you want something distinct 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 nearby you that you deserve it (without blowing your own horn every five minutes). The easiest promotions come when it's blatantly obvious 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 supervision Consultancy based in the Netherlands. "When person pursues a title, promotion or raise so relentlessly that they make everyone nearby them miserable, then it's commonly time to advise that they exit the current situation and pursue someone else job."
Falling Asleep on the Job
Sometimes employees simply don't get the allowable rest, but it's unacceptable to nod off while 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 firm itself, but it admittedly upsets other employees. A investigate connect in the San Francisco area recounts a modern sleeping on the job incident where the outcome will always have two behavior altering options: "If sleeping on the job became a frequent problem with the employee, I would cite protection issues (which are applicable, as we work in an engineering/laboratory environment) and give the employee 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 activity is required to save face and enhance productivity. A normal consensus seems to advise that the best explication for your firm is an immediate termination if you catch person often sleeping on the job or while meetings. It's not the company's accountability to cater to employees which don't get the allowable rest.
Teaming Up in an attempt at Getting a Co-Worker Fired
This makes our list for the straightforward infer that executives and managers should be entrusted to ensure that the right population are "on the bus." No whole of employee revolt against one employee will benefit anything therefore it is best to keep the lines of communication 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, attempt 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 fulfilled, as a last resort to permit the firm to move forward.
Not understanding the Business
Ram Charan, a beloved firm author and old Ceo of Honeywell, mentions in his book What the Ceo Wants You to Know, "when you come right down to it, firm is very simple. There are universal laws of firm 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 employer makes money. If you're a firm executive, invest some of your time to elaborate how your firm makes money so that everyone has the basic fundamentals down. This is the least you can do to enhance 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, including the Ceo, that know every write back to every conceivable problem. That's why there are population in discrete roles within the company. If there is a "know-it-all" among the group, the best explication is to confront that person and hash out the differences as a group. Be specific not to make it appear as if you're ganging up on the guilty party though. If the person provides a critical set of skills to the organization, your goal isn't to eliminate the employee--it is to discourage the behavior while continuing 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 problem child to seek employment elsewhere.
Eating at Your Desk
Nothing short of instituting a "please eat in designated areas only" course will strict this problem. Businesses should consider implementing this course if for no other infer than to safe firm assets such as the computer, keyboard, monitor, desk, chair, and phone at each person's work area. Grease can drill those objects and wear them down over time not to mention the unsightly grime and residue build up. If you have rug in your office, it's doubtful you desire to replace it often because of repeated mishaps. While most population are specific not to spill things, accidents are bound to happen so why not take the steps to limit them to areas better qualified to maintain 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 employee 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 always happening to person nearby you or even to you, it's time to confront the guilty party. Complaining all the time without presenting viable solutions aggravates everyone in microscopic time. Life isn't always a picnic for anyone, but a consistent negative outlook is demoralizing to say the least. "Victim behavior is disruptive because victims generate drama, they are constitutionally incapable of taking accountability for the choices they make which means they are intractable and incurable. Prevention is highly recommended straight through specific screening," says Jane Plank, Sr. Menagerial Vice President of Human Resources at Equity Consultants in Richfield, Ohio.
Plank suggests quick remedial action, "when an employee's choices come to be more problematic than the benefit added to the company, it is time to coach them up or out." Preeti Kalra, an Hr employer at Dilithium Networks in India, encourages one-on-one sessions, "Have some one-on-one sessions with employee and talk about things that bother him/her, elaborate why things are the way they are and if the complaint is genuine fix it. If you religiously supervene this convention you might be able to change employee's approach."
Arrogance and Control
It's highly difficult to deal with employees or bosses which exhibit an attitude that they are somehow above the rules yet also desire to control those nearby them. When those situations arise, crap commonly hits the fan quickly. To survive and grow from these sticky situations, Kathleen Erickson, Director of Sales & firm improvement at Massively Parallel Technologies in the Denver area, suggests that there needs to be a culture of open communication that "when two population respect each other enough to say what's on their mind and work straight through the issues or elaborate the misunderstandings...things go pretty well."
Once the air is cleared, the association can grow and the club can continue to thrive. "If we can humble ourselves enough to let creativity flow and appreciate the true talent and untapped possible in one another, remarkable things can happen right before our very eyes. Daily heroes are all nearby 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 consider 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 explication more deeply, and they may see flaws in their former decision."
Said Hmaidan, Senior data Officer at International Finance Corporation, The World Bank Group in the D.C. Area, agrees, "As communication is the foundation of all friction resolution and team building, population which such behavior tend to generate a negative climate and bad vibe among the team." He suggests this possible solution: "there are some ways to remedy this but the most productive is by acknowledging the point the person made and generate a new possible 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 employee 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 always development excuses of why the firm 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 come to be a success." In problematic situations such as this, it's best to help the employee seek out employment elsewhere, maybe someone else group 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 communication can alleviate a lot of problems. Some even advise a more proactive and self centered coming such as the one Joao Trindade, International employer at Wisse Financial in Trinidad, utilizes, "What I've always tried to do, was to understand that person's motivation and try to change the way I worked with them, in order to take the best part this person had to give to the firm (if the mountain doesn't go to Moses...). I would say that after some time, population understand that are being treated differently and they will try to understand why. Sometimes, when they frame out why, they change by themselves, which I believe is the best method."
Ray van den Bel, an Independent consultant in the Netherlands, points out that sometimes population will just have to agree to disagree. "It depends on your own communication style which is most annoying because some styles do not interact with other styles. Expressive population and analytical population are thus often opposites."
While there are no definitive sure fire fixes for annoying employee behavior, opportunity the lines of communication seems to be the most beloved elixir many experts suggest. If you openly retell with your employees, and there are still major problems, it may be time to go in a distinct direction in order for both parties to be happy and content.
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