Toxic employees are the threat for business

Business efficiency rests on the shoulders of employees. Especially their well-coordinated work determines the growth and development of the company. But there are two sides of the same coin: as soon a discord begins in the team, you have to forget about productivity. Even one disloyal employee with low motivation is capable to “wrap” brothers in trade and lead a department or a small company to plateauing and retrogression in a matter of weeks.

HR managers identified some of the most dangerous categories of office workers that an employer should beware of. The main of them is the toxic staff. The “Mirobase” software package will help you detect such employees in practice.

The term “toxicity” itself on the work place includes a whole layer of employees. The most dangerous are pessimists who have lost faith in success. And we aren’t talking about “critics” who must necessarily be present in any team. Their role is to conduct crash test of claims before the forces and resources will be thrown into the implementation of dubious measures. The main distinguishing feature of useful “oppositionists” is constructive criticism and no other way.

Unconstructive comments, lack of argumentation and pessimism about anything are the markers that distinguish toxic workers. After all, constant doubts are not just harmful, they are contagious and can demotivate any team. It is especially dangerous when “leaders” fall into this state, because their opinion is important for the team.

To find the “whiners” is possible by implementing the control of correspondence in the mail and messengers. Such “white-collars” regularly vent their emotions on the air, not particularly shy of either colleagues or chiefs. And they sincerely believe that there is nothing wrong with such behavior.

The “Categories/Deviations” report also helps identify emerging signs of depression. A sharp or gradual decline in work effectiveness clearly indicates an emerging problem.

Immediately dismiss such an employee is stupid. A heart-to-heart conversation will help you learn about the causes of changes in behavior and solve the problem. However, if pessimism is an immanent trait of a particular person, the employer should think about how to protect the team from a dangerous employee, or about dismissal.

In second place in terms of threat level are schemers who arrange spy games with an attempt to go over colleague’s head or frame colleagues on the scale of “Game of Thrones”. These individuals spend their energy not in a peaceful direction, moreover, they also involve their colleagues in questionable games. As a result, not only the efficiency of labor suffers, but there are innocent victims who give in to provocations.

Finding the “gray cardinal” is not easy, but it is doable. Intrigue implies active communication, which means that you need to carefully monitor the staff, with the widest range of contacts in the company. The “Communication Graph” report allows to do this. To determine whether the “communicator” is positive or negative, the analysis of labor efficiency will help. If communication encourages colleagues to feats and achievements – the chief was lucky, and he found a cementing element of the team. However, if endless conversations lead to a decrease in labor productivity – a ” communicator “with a” minus ” sign is found. After conducting additional research on the correspondence, the manager will find victims of lies, gossip and intrigue.

In third place — the average lazy people who prefer games, social networks, or conversations in the smoking room to the performance of official duties. If the negligent attitude is not stopped in any way, sooner or later, others begin to ask the question: “If John can play games all day or sit in the rest-room with a cup of coffee, why can’t I do this?»

And so, the department begins to turn from an able-bodied team into idle zombies, aimed not at the result, but at finding the next model of behavior “how to do nothing, but get paid”.
Time-use analytics will separate productive activity from idleness or malicious activity. And in combination with the study of surfing the Internet, the chief is always able to determine with pinpoint accuracy what the employee was doing.

Save time on the analysis will help the “Activity Feed” report, which clearly illustrates all the actions of the staff during the day.

Unfortunately, the confrontation between the “employer-employee” will always be maintained. And it depends only on the actions of the chief whether the business will gain momentum and rush forward like a locomotive, or, like the Titanic, swim to the bottom. The cornerstone in this process is the optimization of personnel work, which is impossible to carry out without hard-boiled analytics systems. After all, any conclusions that are not supported by objective data are subjective, and are more likely can cause harm than benefit.

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