Bullying is a threat to business. Part 2

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Bullying – organized harassment of one or more employees, a distinctive feature of which is the presence of a pronounced leader. According to the latest research, there are no companies left in the modern world that are completely free from various forms of pressure.

In the previous article, we talked about the general statistics of “victims” of violence in the office. Today we will talk about the numbers: how much does bullying “cost” for the average organization?

Axiom: any harassment means a drop in productivity. For example, a victim who fights off attacks from colleagues spends at least 7 hours a week in vain. And this is without taking into account the general decrease in work efficiency, which leads to a constant stay in a stressful situation. Over the course of a year, including sick days (the frequency of which is inevitably increasing), and going on vacation, without which an exhausted employee simply can not do, the number of “underworked” hours can accumulate from 200 to 400.
It is extremely difficult to estimate how much time the “beaters” spend on merciless harassment, but it is obvious that part of the day paid for by the employer is also spent on such “entertainment”.

The damage in money amounts to about $ 8,800, per victim per year. This is the amount that the company simply spent on an employee who is unable to perform their duties due to bullying. Business owners should not forget about the collateral damage, such as: failed transactions, broken deadlines, and endless reworking of the same tasks. Such problems can at one time lead to losses of tens and hundreds of thousands of dollars.

Another problem is employee turnover. The victim, sooner or later, resiresignsm the company. And the memories of the employer will not be the rosiest. For the business owner, this will result in two difficulties. Firstly, we will have to urgently plug the holes, and search for and train a candidate for the vacant position. And, secondly, to correct the image in the information field. After all, the anger and resentment experienced during the period of humiliation will definitely spill out on the forums and in all sorts of “black lists”.

You can avoid losing valuable financial and human resources and avoid a number of problems by identifying “non-statutory” working relationships in a timely manner. Do not expect the employee to come and tell you everything. Walking around the office, confidentially looking into the eyes of the staff in the hope of hearing the truth about the team, is also not the best solution.
It is much more effective to use modern personnel monitoring systems. They will not take up too much time from the manager, dragging their heads into local scandals, intrigues and investigations. And they will quickly provide objective information that is not clouded by emotions and biased personal attitude.

The first stage of studying the situation in the team is the search for deviations and the analysis of behavior patterns. Sudden or gradual changes in the algorithms of personnel actions clearly indicate the presence of danger. It’s not necessarily about bullying. But if an employee suddenly starts to work worse, he is clearly affected by some external or internal factors. Don’t want to bring the situation to a crisis? Understand the root causes as soon as possible.

The second stage is a detailed study of possible risks. This will help the analysis of correspondence in mail and messengers. Hidden or pronounced hostility is a clear marker of the beginning of bullying. It is important not only to find the “leader-instigator”, but also his accomplices. To identify the bullying cell, “Connection Graph” will be suitable, which will quickly detect active communications between “aggressors” within the company.

The third stage is the study of the psychological state of the staff. Under pressure, any person falls into stress, which can be recorded by analyzing the keyboard handwriting. The threat is not only bullying: all reactive states are extremely dangerous, both for the health of employees and for the business as a whole. After all, they can lead to all sorts of emergencies.
A normal, healthy atmosphere is the key to effective work of the company. Unfortunately, the manager is not an all-seeing deity and cannot physically keep track of all the staff. The only way to avoid financial damage and a number of undesirable problems is to use modern tools for analyzing the actions of employees. Such digital systems, without significant material and time costs, will control all areas of employees ‘ life, identify a risk situation in a timely manner and nip it in the bud.

Bullying is a threat to business. Part 1

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The basis of an effective business is people. Well-coordinated work of the staff, a healthy atmosphere in the team, and high motivation of employees affect the efficiency of work. The result of the discord of any working micro-community is always a drop in sales.

The reasons for deviations in behavior are usually found on the surface. Usually, HR managers see the “root of evil” in a decrease in motivation and burnout, and middle managers are looking for particularly lazy employees, whose dismissal will dramatically correct the situation. Unfortunately, things are not always so simple.

One of the factors that destroy the working atmosphere in the team is bullying. This is a kind of harassment that is organized by a member of the team – the so-called “leader”. The pressure can be both psychological and physical. As a result, the victim can say goodbye not only to career prospects but also to health.

For the company, bullying is a harbinger of big troubles: from financial losses to problems with the law.

Unfortunately it is not customary to “tell tales out of school”, so sociological research on bullying in the workplace is extremely rare. However, in Europe and the United States, after a number of scandals went public, they seriously approached the analysis of the problem.

Bullying in numbers

According to recent research, 96% of Western white-collar workers have experienced inappropriate relationships in the workplace. 89% of the victims were persecuted for more than 1 year, of which 54% – for more than 5 years!

,Naturally, no collective can exist without completely avoiding conflicts. High intensity of work, irregular working hours and permanent stress have a negative impact on the atmosphere in the office. However, the situation is slowly but surely getting out of control. Just imagine, in a company of 100 people, 96 suffer from violence at the hands of wider public.

And most importantly: once the bullying has started, colleagues will be happy to join in. In 80% of cases, bullying was supported by at least 5 team members.

Fortunately, physical violence is extremely rare — in 4% of situations. But this does not save the victim from severe psychological pressure, because there is no need to wait for help. Despite the fact that 51% of the companies that participated in the study provided for sanctions in case of incorrect behavior, only in 7% of cases the “leader” who organized the harassment was brought to light.

Such “mass blindness” is easily explained. Victims, because of their internal beliefs, rarely go to complain to higher management. Moreover, it can be extremely difficult to prove your case. And digital tools that can analyze the behavior of staff and record cases of violence are not used in all organizations. As a result, ordinary employees are defenseless from the malicious intent of their colleagues, and TOP management simply does not see what is happening in the office, assessing the situation not based on bare facts, but guided by the common “it seems so to me”.

The weaker sex is most often subject to persecution. Women are not always able to fight back against the enemy. However, among men, there are also quite a few victims – 47%.

The “leaders” of bullying in the vast majority of situations are middle-level managers: heads of departments, leading specialists, heads of departments. It is noteworthy that in 98% of cases, the aggressor does not even realize that his behavior provokes attacks on one of the team members.

The study states: in modern business, there are no organizations that are completely free from certain manifestations of bullying. The question is not whether there are such “non-statutory relationships” in your company, but what degree has already reached the intensity of passions. After all, without electronic means of monitoring and analyzing the behavior of personnel, it is almost impossible to detect the problem.

Financial losses from such situations are very significant. But we will talk about this in the next article.

Bullying – organized harassment of one or more employees, a distinctive feature of which is the presence of a pronounced leader. According to the latest Western research, there are no companies left in the modern world that are completely free from various forms of pressure.

In the previous article, we talked about the general statistics of “victims” of violence in the office. Today we will talk about the numbers: how much does bullying “cost” for the average organization?

Axiom: any harassment means a drop in productivity. For example, a victim who fights off attacks from colleagues spends at least 7 hours a week in vain. And this is without taking into account the general decrease in work efficiency, which leads to constant stay in a stressful situation. Over the course of a year, including sick days (the frequency of which is inevitably increasing), and going on vacation, without which an exhausted employee simply cannot do, the number of “underworked” hours can accumulate from 200 to 400.

It is extremely difficult to estimate how much time the “beaters” spend on merciless harassment, but it is obvious that part of the day paid for by the employer is also spent on such “entertainment”.

The damage in money amounts to about $ 8,800, per victim per year. This is the amount that the company simply spent on an employee who is unable to perform their duties due to bullying. Business owners should not forget about the collateral damage, such as: failed transactions, broken deadlines, endless reworking of the same tasks. Such problems can at one time lead to losses of tens and hundreds of thousands of dollars.

Another problem is employee turnover. The victim, sooner or later, resign from the company. And the memories of the employer will not be the most rosy. For the business owner, this will result in two difficulties. Firstly, we will have to urgently plug the holes, search for and train a candidate for the vacant position. And, secondly, to correct the image in the information field. After all, the anger and resentment experienced during the period of humiliation will definitely spill out on the forums and in all sorts of “black lists”.

You can avoid losing valuable financial and human resources and avoid a number of problems by identifying “non-statutory” working relationships in a timely manner. Do not expect the employee to come and tell you everything. Walking around the office, confidentially looking into the eyes of the staff in the hope of hearing the truth about the team, is also not the best solution.
It is much more effective to use modern personnel monitoring systems. They will not take up too much time from the head, dragging their heads into local scandals, intrigues and investigations. And they will quickly provide objective information that is not clouded by emotions and biased personal attitude.

The first stage of studying the situation in the team is the search for deviations and the analysis of behavior patterns. Sudden or gradual changes in the algorithms of personnel actions clearly indicate the presence of danger. It’s not necessarily about bullying. But if an employee suddenly starts to work worse, he is clearly affected by some external or internal factors. Don’t want to bring the situation to a crisis? Understand the root causes as soon as possible.

The second stage is a detailed study of possible risks. This will help the analysis of correspondence in mail and messengers. Hidden or pronounced hostility is a clear marker of the beginning of bullying. It is important not only to find the “leader-instigator”, but also his accomplices. To identify the bullying cell, «Connection Graph” will be suitable, which will quickly detect active communications between “aggressors” within the company.

The third stage is the study of the psychological state of the staff. Under pressure, any person falls into stress, which can be recorded by analyzing the keyboard handwriting. The threat is not only bullying: all reactive states are extremely dangerous, both for the health of employees and for the business as a whole. After all, they can lead to all sorts of emergencies.
A normal, healthy atmosphere is the key to effective work of the company. Unfortunately, the manager is not an all-seeing deity and cannot physically keep track of all the staff. The only way to avoid financial damage and a number of undesirable problems is to use modern tools for analyzing the actions of employees. Such digital systems, without significant material and time costs, will control all areas of employees’ life, identify a risk situation in a timely manner and nip it in the bud.

Effective remote work: a myth or an optimal solution to the personnel issue?

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Who works more efficiently: remote employees or office staff? This difficult question excites the minds of bosses around the world. The company “Mirobase” does not stay away from the hot-button issues related to working productivity. After all, our mission is to help the business develop and reach new heights.

And while the work on studying statistics and actual data are in full swing, we decided to raise one of the philosophical questions: why is remote work the thing of the future, and what are the basic benefits that businesses will get by implementing this form of work?

The company needs to expand its competencies

Probably, somewhere there is a region that is lucky to be “average” in the best sense of the term. The cost of living in such a location is not too high, the prices for services are available, and the choice of specialists in the labor market is for every taste.

Unfortunately, such a place is utopian in its nature. After all, the same universities – which produce future employees, are concentrated in large cities. And in a megalopolis, life can not be cheap. If you play out the chain further, it turns out that professionalism is not only a diploma but also experience. Which can be obtained only by working in specialized organizations, and they also tend to migrate to large regional centers.

For the province, this means the following: there are practically no narrow-profile specialists because no one trains them. And if a provincial university provides a good starting base, thanks to which a potential candidate becomes a trainee, there is no guarantee that he will not wave goodbye and go to conquer the capital. At least because there are much more career prospects there.
Those who decided to stay have long felt like kings of local importance: after all, regional companies are fighting for them, offering salaries that will make the native of the capital city salivate. Business needs a pro, the choice is limited, and there are no other options.

In the capital, the situation is different. Candidates with different skill levels are a dime a dozen. But everyone wants a high salary that allows them to experience all the delights of life in the megalopolis. Of course, this is not a bad thing and we are not talking about working for food and slaps on the head. But is such work profitable for the employer company if the costs per employee exceed the theoretically possible profit?

Remote work removes all restrictions, opening up local personnel markets for enterprises located in any geographical point. A provincial business needs a specialist who can’t be found in the home region? It doesn’t matter – you can “headhunt” the cadre personnel from the neighbors.

Remote work erases boundaries, allowing you to solve current business problems as profitably and efficiently as possible by hiring staff with the right competencies and realistic requests. At the same time, employees themselves respond with great enthusiasm to such offers, since they exceed their expectations formed by the labor market of their hometown or country.

Social responsibility of the brand

As soon as the business grows to medium or large, and turns into a brand, the question of social responsibility arises. After all, if certain actions help not only earn money, but also solve a number of social problems – the company will benefit and promote a positive image.

Today, issues of equality are more relevant than ever. With the development of high-speed Internet and technology, people with disabilities have a chance for a successful career and professional development. For business, this is an opportunity to get a highly motivated employee into the team with minimal risks.

Another category of potential candidates that should not be overlooked is women who have chosen motherhood. Let’s not be deceitful: at many interviews, representatives of the fair sex, who are not married or have children, are refused. Employers are afraid that such employees will quickly get married and run away to the decree, and these are the expenditures for training, plus a new search for a candidate for a temporarily vacant position. Or they are afraid of employee absenteeism, because small children are unpredictable and require attention. One research suggested that 56% of women in the high-tech industry were forced to quit in the middle of their career development. And 51% of working mothers claimed that it was difficult for them to move up the corporate ladder because of having a child.

An adequate solution to the problem is a flexible schedule and the ability to work remotely. By planning her day so that the children are happy and the work is done, the employee will be able to realize herself as a mother, develop professionally and career wise, as well as bring profit to the company, without the harm of the task performance quality.

How the bad apple doesn’t spoil the whole barrel

All of the above makes no sense if the remote staff “relaxes” in the atmosphere of home comfort and ceases to perform tasks in a timely and high-quality manner. And such employees are about 30%. In the office, even if the chief is absent, you will not spoil much: colleagues who diligently perform tasks and achieve high KPIs are not only a silent reproach, but also competitors to the lazy person. But at home, in the atmosphere of pillows, a blanket and a cup of tea, the stopcock does not work and the employee decides that everything is possible.
The only effective solution to the problem is monitoring and controlling remote personnel. At the same time, one of the main tools is time tracking, which allows you to estimate the amount of real time worked.

After overcoming endless breaks, and coping with the factors that distract the attention of the staff, it is worth paying attention to the issue of efficiency.
The analysis of the work models of the most productive “remote workers” will allow you to form job descriptions and recommendations that significantly increase labor productivity. This means that while reducing the cost of equipment and office space, the business will be able to significantly increase its profitability by forming a professional, highly motivated team.

Mythbusters in HR: how not to fire a “star”. Part 2

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It is difficult to imagine a human resources management system without a human resources manager. Competent HR is not only a “nanny” for employees but also a loyal assistant to the head. The fate of personnel, line managers, and even entire departments often depends on his words and advice.

But what if the HR manager is wrong? What if HR went to the “dark side of the force” and turned into a gray cardinal: he began to lobby for the interests of some employees and “betray” others in favor of his personal desires?

In the previous article, we told which categories of employees HR managers want to get rid of and how to check the objectivity of such decisions. This material will complete the topic.

Liars and gossips

Liars and gossips are the quintessence of harm to the company. Firstly, distorting the facts and trying to avoid responsibility causes a significant blow to the efficiency of the business. And, secondly, the spread of false information destroys the normal working atmosphere in the team.

But, before you cut all the staff that fell into this category at one fell swoop, it is necessary to make sure that the unflattering characteristics are true.

The easiest way is to analyze employee communications. Distortion of information and distortion of facts is very easy to find by studying the correspondence of the staff.
Monitoring communication in popular messengers, such as Skype, will help to detect gossip. Usually, it is difficult for them to keep the “latest news” to themselves for a long time and they need to “share the secret” with the widest possible audience as soon as possible.

If the accusations are confirmed and the liar-gossip is found, it is worth going further and studying the circle of his contacts in the company. People who are prone to this behavior prefer to gather in small flocks, and the most effective solution for the head is to say goodbye to the entire group as a whole.

Bored loafers

Perhaps this is the simplest and, at the same time, the most complex group.

It is extremely easy to detect loafers. It is enough to monitor the activity of the staff and analyze how much of the time is spent on fulfilling work needs, and how much is spent on counterproductive activity.

But, if the company has not yet implemented a personnel control system and does not analyze the time management of employees, you should be ready for the fact that it is the accusations of laziness and inefficiency that will become an occasion that will help get rid of the unwanted.

Most often, such incidents occur during the “war for the chair”, of which HR also becomes a part due to a misunderstanding or as a result of collusion. There are two most common patterns of action.

The first is that an employee with higher motivation, professional knowledge and leadership qualities appears in the department. Naturally, sooner or later, he will become a threat to his immediate supervisor. To keep a warm chair, it is important for the head of the department to sabotage the work of a subordinate: to make him guilty of all failures and miscalculations. Such plan is very vulnerable, because the truth can come out. The support of the HR manager will strengthen the position: in addition to the reports of the conspiratorial head, the HR’s characteristics appear in the case. As a result, a TOP manager or business owner will receive a low assessment of the professional skills and personal qualities of the employee who is trying to survive. And this is at least two negative reviews against the words of one employee. The situation is likely to end with the dismissal of a promising specialist.

Mythbusters in HR: how not to fire a “star”. Part 1

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The HR manager is a key link in the work organization system. It is foolish to underestimate the importance of HR, because business owners and department managers listen to the opinion of the “HR specialist” before making a final decision about hiring an employee or firing him.

But do not forget – HR managers are not robots, devoid of emotions and, therefore, any action will bear the imprint of a personal relationship with this or that person. This is a serious threat to business. If you make the wrong management decision, you can easily lose an employee who could bring significant benefits to the company.

The analysis of the most common misconceptions of HR specialists will help to reduce the risks.

Toxicity

Domestic research and foreign surveys clearly demonstrate that 70-80% of HR managers are afraid of “toxic” employees. They try not to hire such specialists, but if an employee manages to get on board a corporate ship, they are fired first.

HR category of “toxic” employees includes personnel who: do not believe in the success of projects; prevent colleagues from achieving results; avoid risk; avoid responsibility; pessimistically perceive a number of ideas; react too emotionally.

Any sane head is unlikely to want to hire an employee with such a dubious portrait. But, in the reasoning of HR managers, there is one key flaw: all of the above characteristics are not objective, they only express the personal attitude of one person to another. Even the opinion of a group of people does not always reflect the real situation: what if several employees try to “waste” a more successful colleague, and HR, for subjective reasons, went along with them?

To minimize the impact of the “human factor” while making important decisions, the study of reports and statistics of personnel action monitoring systems will help.

First of all, you need to break down the “signs of toxicity”, which are allocated by HR managers, into several groups.

Segment one – factors associated with excessive emotionality. They are usually expressed in incorrect communication with colleagues and partners. To find out exactly whether an employee regularly crosses the line, is outraged at the drop of a hat, and is also inclined to be rude, it is enough to analyze his correspondence in mail, messengers and check phone conversations. You can’t hide pig in a poke: if an employee is prone to outbursts of emotions, confirmation will be found very quickly. But, if there is no evidence of “toxicity” – it is worth taking a closer look at colleagues who are pumping up the atmosphere. There’s a chance they’re just getting rid of a competitor.

The second segment is pessimism, attempts to avoid risk and avoid responsibility. There are some employees who are very fond of scolding the company, and all innovations are perceived extremely negatively. Keeping such characters is stupid and counterproductive. On the other hand, sound criticism and the search for vulnerabilities in the plans help to avoid mistakes and provide for all possible scenarios. Such an employee is extremely valuable, because his analytical approach will help to avoid possible miscalculations and, accordingly, save time and money.
Most often, incompetent heads and colleagues who blindly believe in one way to solve problems, or who do not want to admit their mistakes, try to get rid of “critics”.

To distinguish a “positive” critic from a “destructive” one, a comparative analysis of staff work patterns will help. The KPI critic with a plus sign will be higher than that of his colleagues, because he can think several steps ahead. The time spent on non-working needs is lower than the average for the department, and the speed of task implementation is higher. Such an employee is inclined to make decisions quickly and is ready to take responsibility for them. However, if the algorithms for performing actions are imposed by less competent staff or a line head, the “positive critic” will definitely note the flawed plan in writing and refuse to be responsible for the consequences of ill-considered decisions.

The “negative” critic is always in the laggards, because the level of self-motivation of the “pessimist” is low.

If you look closely at the communications of such an employee, it turns out that in most cases they do not openly express their positions, agreeing with their heads in everything. At the same time, they are happy to discuss plans behind the back of colleagues and the head.

It is difficult to imagine a human resources management system without a human resources manager. Competent HR is not only a “nanny” for employees, but also a loyal assistant to the head. The fate of personnel, line heads and even entire departments often depends on his words and advice.

But what if the HR manager is wrong? What if HR went to the “dark side of the force” and turned into a gray cardinal: he began to lobby for the interests of some employees and “betray” others in favor of his personal desires?

In the last article, we told which categories of employees HR managers want to get rid of and how to check the objectivity of such decisions. This material will complete the topic.

Liars and gossips

Liars and gossips are the quintessence of harm to the company. Firstly, distorting the facts and trying to avoid responsibility causes a significant blow to the efficiency of the business. And, secondly, the spread of false information destroys the normal working atmosphere in the team.

But, before you cut all the staff that fell into this category at one fell swoop, it is necessary to make sure that the unflattering characteristics are true.

The easiest way is to analyze employee communications. Distortion of information and distortion of facts is very easy to find by studying the correspondence of the staff.

Monitoring communication in popular messengers, such as Skype, will help to detect gossips. Usually, it is difficult for them to keep the “latest news” in themselves for a long time and they need to “share the secret” with the widest possible audience as soon as possible.

If the accusations are confirmed and the liar-gossip is found, it is worth going further and studying the circle of his contacts in the company. People who are prone to this behavior prefer to gather in small flocks, and the most effective solution for the head is to say goodbye to the entire group as a whole.

Bored loafers

Perhaps this is the simplest and, at the same time, the most complex group.

It is extremely easy to detect loafers. It is enough to monitor the activity of the staff and analyze how much of the time is spent on fulfilling work needs, and how much is spent on counterproductive activity.

But, if the company has not yet implemented a personnel control system and does not analyze the time management of employees, you should be ready for the fact that it is the accusations of laziness and inefficiency that will become an occasion that will help get rid of the unwanted.

Most often, such incidents occur during the “war for the chair”, of which HR also becomes a part due to a misunderstanding or as a result of collusion. There are two most common patterns of action.
The first is that an employee with higher motivation, professional knowledge and leadership qualities appears in the department. Naturally, sooner or later, he will become a threat to his immediate head. To keep a warm chair, it is important for the head of the department to sabotage the work of a subordinate: to make him guilty of all failures and miscalculations. Such plan is very vulnerable because the truth can come out. The support of the HR manager will strengthen the position: in addition to the reports of the conspiratorial manager, the HR’s characteristics appear in the case. As a result, a TOP manager or business owner will receive a low assessment of the professional skills and personal qualities of the employee who is trying to survive. And this is at least two negative reviews against the words of one employee. The situation is likely to end with the dismissal of a promising specialist.

The second scheme is an attempt by the team to get rid of the head. This usually happens when a new head comes to a small firm or a close-knit department. The reorganization of work and the desire to improve efficiency destroy the cozy world of lazy people, and they unite in the face of a common enemy. In such situation, the owner or TOP will rather believe the friendly voice of the team that he has known for a long time, than a new person, a stranger to the company. The result is sad: the head of the department will be dismissed, and the team will continue to live the same life, not overshadowed by excessive work.

HR management is a delicate matter, and any wrong decision leads to serious losses. Attempts to optimize the structure of departments based on a personal attitude, without a solid background of analytical data, are in themselves a risky situation.

To protect the business and reduce the chance of negative consequences arising from reckless actions, it is necessary to build relationships with the collective on the basis of analytics, statistics and objective information. Various systems for monitoring staff activity help to collect such data.

Toxic employees are the threat for business

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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.