People can become problem employees for a variety of reasons. Sometimes they, themselves, are responsible; other times the workplace environment is to blame. Of course a combination of the two is entirely possible. This insightful article examines the 10 most common contributing factors.
People can become problem employees for a variety of reasons. Sometimes they, themselves, are responsible; other times the workplace environment is to blame. Of course a combination of the two is entirely possible. Let's take a look at ten contributing factors:
1. The employee has too much to do too much of the time.
When employees are overburdened with tasks, projects, and other responsibilities for long periods of time, they may become resentful, fatigued, and stressed. All of this can lead to increased errors, deteriorating relationships, and job dissatisfaction. While these people previously may have functioned as A or B players, they now have slipped in status due to chronic overwork.
2. The employee is not well matched for the job.
When staff aren't appropriately matched to a particular position, they don't perform to their maximum potential. Further, the work doesn't get done the way it needs to be done. Mismatch can mean lack of skills, lack of interest, lack of insight, lack of maturity. Thorough hiring processes can reduce the chances of this happening.
3. The employee dislikes the boss.
It is possible to dislike the boss but still get the job done right. Lots of folks don't especially like their boss. When the feelings become extreme, however, the situation usually gets out of hand. Staff may sabotage productivity, communicate poorly, and, in general, make life miserable for those around them. The bottom line? This won't work indefinitely.
4. The employee constantly brings problems from home into the workplace.
Most human beings are dealing with at least one problem in their personal lives at any given time. Such problems include: marital challenges, parenting issues, illness, financial struggles, and extended family difficulties. People who use these problems regularly as handy excuses for unacceptable behavior, breaches in policy, and low productivity become "problem employees". Employers who offer employee assistance program benefits need to refer these folks as soon as red flags go up.
5. The employee receives poor supervision.
Employees who are not getting proper supervision from their boss eventually may turn into problem staffers. Their frustration over not having a credible leader, a dependable resource, a candid provider of feedback, and/or a confidential sounding board can cause them to resort to inappropriate displays of anger, deliberate choices to accomplish less than expected, and/or conscious decisions to undermine the boss whenever possible.
6. The employee is unclear about the big picture.
Most employees want to know how their individual job duties fit into the larger company vision. Understanding this important piece actually motivates people to do their best. It gives meaning to everything they do. When people are unclear about this, they may become complacent, disinterested, even hostile. Their lack of motivation, whether or not discussed with peers, seeps like a poison throughout the department.
7. The employee has a personality disorder.
While it's not the job of supervisors or peers to diagnose employees' mental health conditions, it's valuable to be aware of the fact that personality disorders are fairly common and they impact the workplace. Some of the following types of personality disorders can be found in just about any group of people: obsessive-compulsive, paranoid, narcissistic, histrionic, dependent, antisocial, borderline, avoidant, schizoid, schizotypal. Employers cannot heal these disorders in staffers, but they have an obligation to expect affected persons to manage the symptoms/manifestations and to seek professional help if things get out of control.
8. The employee's expectations don't align with the company's or boss's expectations.
When major misalignment is evident, employees become problems. Employees have to feel some alignment in order to perform well, interact with others effectively, and remain motivated. Serious misalignment usually leads to employee departure, either voluntary or involuntary. If you question this, think about spouses who don't agree about the significant goals for the marriage and direction for their future together. The marriage is likely to end at some point. The same is true in the workplace.
9. The employee is basically immature.
The degree to which employees are mature typically determines the amount of success they experience at work. It's really that simple. Immature employees think it's okay to break rules, gossip in ways that injure others, ask for special treatment, question authority at every turn, and behave inappropriately on a daily basis. Immature employees risk not being promoted or recommended for additional responsibilities. They also risk staying employed with their current company. Immaturity is a serious issue that causes much pain for both employee and employer. While there can be various factors that contribute to employees exhibiting these types of behaviors, immaturity is often a big one.
10. The employee finds that the job reality doesn't fulfill his/her fantasy.
A real problem develops when an employee discovers that the current job isn't the dream job he/she imagined it would be. While this realization is a big disappointment, it can lead to something more threatening than an awareness of feelings associated with loss. It can de-motivate someone to the point where he/she fails to produce, fails to be a team player, fails to follow regulations, fails to grow on the job. This situation can get turned around by a wise, experienced supervisor, but it often doesn't because many bosses can't or won't make the investment needed. Frequently, the disillusioned employee chooses to leave the employment.
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