Three employee types that can destroy your company

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As a business owner, your time is limited; you hired a group of capable professionals since there’s no way you can do it all. Even if your company functions like a well-oiled machine, then there’s usually at least one team member that causes you more anxiety than the others.

You might not even realize it, but those “time-suckers” harm your company by drawing your attention away from the tasks you have to do every day.

While there are lots of sorts of productivity-zappers in an office environment, none are as tumultuous as people who directly affect strategic decision-makers. These 3 types of people ought to be removed from your staff as soon as possible.

1. The Drama Queen
If your workplace does not have a drama queen, then consider yourself blessed. Found in virtually every group of people, these individuals live life as though it’s a reality show. They like stirring things up, then sitting back to watch the fireworks. You’ll likely find yourself frequently dividing arguments between workers, only to find the resident drama queen at the heart of it. When it’s exposing what someone said about somebody else or accusing someone of neglecting his job, these folks will always require your attention as referee.

Unfortunately, drama queens do much more than just waste worker productivity. Their behind-the-scenes conversations are often negative in tone, and the attitude can be contagious. This is particularly true if the drama queens directs attention to the organization’s leadership, causing a general distaste for management that contributes to greater problems within the organization.

Managing drama queens can be a delicate situation, since much of what they do is societal based. Some companies have implemented no-gossip policy, but these policies are often impossible to lawfully apply. They can also lead workers to believe that their private conversations are being monitored and judged. Instead, companies should document the behaviors that have led to events at the workplace and connect them directly together with the person.

2. The Victim/ The Hypochondriac
One of the toughest challenges of managing people is knowing how to handle the individuals who prefer to play the victim. These people today avoid liability for their actions, preferring to blame other people for poor outcomes. They will always have an explanation, and their constant complaints aren’t missed by their co-workers, who can even start to come up with their own victim mentality as a consequence of seeing others perform it. In this sense, the victim creates other victims.

Even stickier is the employee who seems to always have some ailment or chronic sickness that leads to frequent absenteeism. While each employer wants his staff to be as healthy as you can, there are sometimes people who benefit from the company’s generosity by claiming a range of health conditions that, over time, turn out to be unfounded. Too frequently, the employer is left not knowing for sure if the woman or man is really ill or is simply attempting to take advantage of the machine.

The overriding issue in the workplace is the way the individual’s activities are impacting the business as a whole. A person’s chronic absences and refusal to take part will eventually be detected by other workers, who probably will feel resentful about having to cover. To avoid difficulties, have a set policy in place regarding absenteeism, which makes it clear that after a certain number of days in a cycle, a doctor’s notice will be required. When an assignment impacts a vast bulk of the staff, make it crystal clear that everyone is required to participate.

Keep careful documentation of each incident and, if problems persist, have a conversation with the worker for their issues. Make it crystal clear that if the person continues to miss work or decrease to participate in work assignments, action will be taken which may include termination.

3. The nonconformist
All these rebels without a cause are determined to break the rules, from the simplest to the most complex. In case you’ve got a dress code that prohibits T-shirts with slogans, this individual will wear one every Friday. If you have a set procedure for how jobs must be completed, they’ll go off script each time. Though some businesses are somewhat less restrictive than many others, each company usually finds it should enact some rules to prevent problems and stay productive. These workers seem to see “principles” as”control” and wish to battle you each step of the way.

Rather than engaging in a power struggle with these renegades, determine whether there are ways that you can work using rebels rather than against them. Often a rebel isn’t anything more than an independent thinker who wants to make a difference in the world, rather than simply following along with what others tell them. If you can set these qualities to work for the organization, you may find you’ve got an employee that will help your company grow.

The rebel mentality comes from somebody who takes it a step further and tries to go overboard. This person will come across as a know-it-all, refusing to hear instruction and instead choosing to do things his or her own way. Worst of all, he or she can have appointed themselves as a leader within the organization, ordering other workers around. If given sufficient time, this kind of toxic behavior could drive some of your best employees away.

Whether an employee’s individual attitude is an advantage to your company or not, it may definitely have a toll on employee morale. As others see that someone is violating company policies, they might begin to wonder why they must follow the rules when everybody else doesn’t. For that reason, you’ll need to apply your company policies in a uniform fashion, while it’s corporate dress code, office hours and presence, meeting project deadlines, or any other clearly outlined guideline.

Conclusion
Employee management is just one of the toughest challenges for business owners. By identifying workers who empty productivity and slow your enterprise development, you’ll have the ability to remove them and bring in professionals who will help you fulfill your long-term objectives.