PAPERmaking! g FROM THE PUBLISHERS OF PAPER TECHNOLOGY Volume 4, Number 2, 2018
Why You Should Deal with Problem Employees There are several reasons why confronting problem employees improves results. In some instances, it can result in positive behavioural changes. It may also signal to others what effective behaviour looks like, and it indicates that managers are paying attention to the performance of the team. Plus, other group members may be more motivated if they know problem employees are being properly dealt with, rather than being ignored or left to diminish the work and morale of the team. The effect of these problem employees and others like them is clear. Our research shows that they hurt their work groups in 5 primary ways: x Eroding trust x Reducing innovation x Reducing output x Disrupting decision-making x Damaging the team’s reputation But that’s not all. Problem employees also hurt their leaders by reducing your effectiveness, impairing your reputation, reducing your desire to stay in the department, decreasing your desire to stay with the organization, and diminishing your chances of a promotion, according to our research. So, what can you do about it? First, it’s important to consider what kind of problem employee you’re dealing with. To better understand what you’re up against, we recently studied the scope of the issue by surveying more than 200 global leaders about problem employees they’ve dealt with. We found that these 5 behaviours are most common:
Article 10 – Conflict
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