An ever-improving workforce is an ever-analyzed workforce. It’s no secret that we here at Visibility Software are big fans of continued training, performance documentation and succession planning. Keeping an entire workforce on the right path can be a daunting task, but we find that the right software can make those naughty and nice lists a whole lot easier to sort out.
Here are several types of employees whose attitudes and work ethic should result in stocking full of coal:
“That’s Not My Job”
Hearing those four words is like nails on a chalkboard. As company leaders wise up to the totally necessary business practice of aligning the workforce with industry needs, they will need more hybrid workers. Employees need to understand from the beginning that having a job entails more than fulfilling the job description. It should be clearly communicated from the start that their position in the company, regardless of duties, is ultimately in place to drive the success of the company. If that isn’t immediately made clear, it should be communicated the first time that management hears those four ugly words.
The Silo Worker
Different from the, “That’s not my job” worker in that they never seem to take initiative whether they are asked to or not. They might be great in their silo, but a stagnant worker is an unengaged worker. Consider combating the silo mentality cross training or allowing members from different departments to voluntarily sit in on meetings. This great idea came from the offices of Evernote, they call it their Officer Training Program. Even the title indicates that this is an opportunity to learn and advance. Workers who engage in programs and training that broaden their professional horizons show the initiative and drive that it takes to advance.
The Feedback Black Hole
This is the employee who thinks that performance documentation and reviews are a total waste of time. They might not say it, but their actions convey it. If it is apparent that feedback is merely a meeting to sit through or an email to read, something’s got to give.
When it comes time for management to makes cut backs, or evaluate their workforce, performance documentation should be the first place they look. If tracking the progress of employees is clearly important to management, it will become important to their team. You can’t improve upon that which can’t be measured, but if you have those measurements, there’s no excuse.
The Reliable Bench Warmer
That sneaky underachiever who comes to work on time, always has a smile on their face and never misses a meeting. They’re the Creed Bratton (The Office reference) of the office. They’re the harder to spot problem employee because they do as their told and they never make waves.
Spot these employees through peer reviews. A bird’s eye view doesn’t lend the kind of insider information and first hand knowledge that workers have about their peers. This sounds like dangerous territory, but it doesn’t have to be. Here is a helpful post on successfully implementing peer reviews from the NFIB.
The Chronic Monday
The one who always seems to be sick, they’re always having a bad day and you can pretty much count on them for negative gossip or feedback. They’re toxic to their co-workers. The “Chronic Monday” employee might always meet deadlines and turn out good work, but attitudes are contagious. Have you ever tried to maintain a good mood around an intrinsically moody person? It’s like swimming upstream with a Chronic Monday worker tied to your ankle. Don’t make your team endure that.
Combat negative attitudes at work never giving into, or rewarding them. Good workers with bad attitudes tend to rule the roost with their constant complaints. Employees and managers alike end up trying to appease them. Don’t tiptoe and don’t let them influence you. Here are some more great tips for dealing with moody people.
This post is titled “Employees Who Should be Getting Coal”, not “Employees Who Should be Getting Fired” for good reason. 1) It’s the holidays and timely blog titles are important. But more importantly 2) These are all things that can be fixed with the right tracking, training and leadership. Even the Grinch turned it around.
