Tag Archives: employees


Incompetent and lazy employees are easy to spot and fire but there are borderline personality traits and behaviors which are harder to spot and have a cancerous effect on company performance, attitude, and morale.

No one is perfect. Some gossip occasionally, harshly criticize the leadership or employee sometimes, say that’s not my job instead of I am not qualified to do it, blame someone else for under performing themselves, and try to take credit for another’s effort. If someone does this frequently then it is a sign of a corrosive dysfunctional employee who should be fired before such dysfunctional or bad behavior eats away at company performance, attitude, and morale.

Insults, put downs, name calling, ridiculing, and humiliation should be minimal on the job and anyone who relishes and persists in these attacks on employee reputations is not a good fit for the company.

Then there are the marginal lazy ones who do just enough to get by and use phrases such as “you are working too hard and making us all look bad” or “take it easy, what’s the rush?”.

Now a boss or manager is usually in charge of hiring and firing an employee. Whatever gossip there is circulates mostly among the employees and harsh criticism of the boss is seldom done to his or her face. Taking credit for another’s efforts is not always obvious to the boss and personality clashes between employees are also sometimes not that obvious to the one in charge. Further complicating open lines of communication is the difference in managing a handful of employees and twenty or more.

Feedback from a handful of employees is easier to get than from twenty or more so it is easier for a dysfunctional employee to fly under the radar if the boss is in charge of twenty or more employees. What a smart boss may need is one or more trusted long time experienced employees to act as his ears and eyes and inform him or her of any problematic employees. In prison such humans are called rats or spies but in a reputable business or company of large size you may need a handful of trusted informers to help keep track of what is really going on in the company and being held secret from the one in charge.

A boss or manager with emotional intelligence is the ideal with as much one on one communication as possible. The more employees there are the more remote and lesser becomes the one on one contact which is important in many leadership positions. Total reliance on an informer is also not advisable and when informed of a problematic employee the boss should make personal one on one contact and get the facts straight if at all possible before making a decision to threaten or fire a problematic employee.

Whatever the size of the employee count, a good boss or manager will keep as up to date and informed on potential personality problems as is realistically possible whether through personal effort alone or with the help of trustworthy informers. Feedback from trustworthy informers will help spot cancerous employees to be fired before their dysfunctional behavior spreads and starts to destroy company performance, attitude, and morale.

Yes, there are many minimum wage jobs with a high employee turnover where the biggest problem is finding employees who show up on time to work, who don’t do drugs, and who are capable of working hard on a reliable regular basis. This article is not meant as a valid source on how to manage or boss and pinpoint problem employees to be fired in high employee turnover businesses.

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Not fulfilling promises and lying on occasion:

Trust is the most important bonding factor in a relationship and this applies to business relationships also. Break promises or lie and respect for you starts to disappear since employees can no longer depend on your word being true which causes mistrust and hostile confusion and uncertainty in the workplace.

Perhaps not giving a promised pay raise or job promotion will most negatively affect the morale of an employee. There are other less blatant forms of promises made and not kept which will break the trusting bond with employees. Perhaps the best advice to give a manager is to not be pretentious but be honest and straightforward in all your dealings with employees so that they never have to doubt what your true intentions and demands are on the job.

Criticizing employees publicly:

Embarrassment, shame, and bad feelings against the manager may follow the criticizing of an employee in public. Almost everyone wants to feel safe with reputation intact if they make a mistake or screw up in some way on the job and don’t want this to become public knowledge if at all possible. The right time and place to do any chastising is in private between manager and employee only.

Excessive invasion of privacy, especially if details are announced publicly or to other employees:

Sometimes private activities affect business relationships or activities but the manager should be cautious about probing too deeply into the private lives of employees and even worse gossiping about the juicy details. Almost everyone is interested in maintaining a good reputation in the workplace and intimate private details which reflect a bad circumstance or situation should remain largely private and go no further than the manager and employee concerned. Most employee private secrets which don’t adversely affect the business should be respected and definitely not gossiped about if found out.

Withholding motivation or positive feedback:

A manager should do more than just try to help out if problems arise. A good manager will offer words of encouragement for a job well done so that the employee feels that they are being noticed and appreciated on the job on a regular basis.

Micromanaging employees:

Micromanaging indirectly implies that you don’t trust an employee to do a good job on their own. While micromanaging a new employee who is learning the ropes is sometimes a good thing, micromanaging a competent employee with unnecessary interruptions can adversely affect productivity. Interrupting when the work seems to be going too slow or noticing that too many mistakes are being made on the job is not micromanagement but a valid time to see if you can speed things up or eliminate apparent roadblocks to the work. Micromanaging is done primarily because you don’t trust an employee to do a competent job mostly on their own or you want to take credit for the job done yourself.

Not getting feedback from employees:

A domineering manager may just be inclined to give out orders and not ask for much feedback from employees. Largely isolated and minimally interested employees may be the result if they are almost never asked to participate in the decision making processes. Feedback from employees is especially important in a team effort which needs good coordination and participation by more than one employee. Happy and productive employees should be the goal of almost all businesses. Good feedback will determine how happy and productive they are and what things could possibly be done to make them happier and more productive.

Failing to appropriately discipline:

It is bad policy to ignore bad job performance and bad behavior which if left unresolved can lead to a sharp drop in employee morale and some if not many looking for jobs elsewhere. Before disciplining an employee it is best to have a private conversation and determine what is the cause of bad performance or bad behavior on the part of an employee. Sometimes all that is needed is determining the cause, pinpointing concrete steps to resolve the issue, and finally a promise from the employee to improve in the near future with concrete behavior modifications.

Sometimes giving the employee less responsibility, taking away a privilege such as parking rights, or threatening with firing are what appropriate discipline looks like. If the bad performance or bad behavior persists then make sure that you document it all and finally fire the offending employee before the rest of the staff is negatively impacted to the point of no return.

Not coaching or mentoring employees:

Some employees want to advance to higher positions in the business and don’t want to stagnate in a job at the same level for years. It is important for a manager to pinpoint those who want to be upwardly mobile and give them the appropriate coaching, mentoring, and delegation of some authority to keep them motivated. Yes, you run the risk of someone taking over your job in the future but a great manager will him or herself want to move up the business ladder to even higher positions of authority. Having a willing and able replacement ready to go may be a very important factor in getting a personal job advancement yourself.

Not cultivating interpersonal relationships:

Emotional IQ is very important for managers and that usually means that a manager is also interested in some personal information about how the employee is doing away from work. It might be valuable to know what an employee plans to do three or five years from now and what other valuable interests the employee may have. Knowing about employee hobbies, continuing education efforts, networking, and what one does during leisure time can all be vital in adding personal touches to future conversations and pep talks.

Most employees react favorably if they sense a manager really cares about them and what they are doing and hope to do in life.

If you liked this evergreen truth blog then read more of them, about 4800 so far, or read one or more of my evergreen truth books, especially EVERGREEN TRUTH, rays of truth in a human world filled with myths and deceptions.

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Negative attitude word cloud concept

This is a reworded article gotten from the basic ideas in Insperity’s blog “A Practical Guide to Managing Difficult Employees.”

Common ways bad destructive employees affect the workplace:

They lower employee morale, reduce productivity, decrease other employee’s performance, decrease the quality and profit of the business, and are a legal liability.

Types of bad destructive employees and what to do about them:

The overly emotional employee:

Speak to the employee immediately if he or she shouts, slams doors, throws things, argues with others in a loud tone of voice, and uses profanity.

Confront and talk to the overly emotional employee but try to avoid sentences beginning with the word YOU which sounds accusatory and will put the employee immediately on the defensive. Instead start with a question such as what did you shout about, what was the loud argument about, or what was the reason for using a harsh profanity?

Everyone is entitled to one emotional outburst once in a while but if it becomes frequent then suggest weekly private meetings where frustrations can be vented or discussed before another angry explosion occurs in the workplace. Emphasize the importance of keeping a cool head in the workplace because it annoys, shocks, troubles, and interrupts or disrupts other employee morale and performance. You definitely don’t want a repetitive emotional time bomb working for you for very long.

The bullying employee or manager:

Ranting and raving at another in a pushy manner on a regular basis is one way that someone tries to assert power or dominance over others. This attempt at intimidation will anger others and affect or decrease the morale and performance in the workplace.

Some managers use this scare tactic to try to get performance out of others and if it sometimes succeeds workwise it will still decrease the respect and morale of the employee.

A manager who spreads gossip, criticizes too often, yells, name calls, puts down, belittles, humiliates, ridicules, and insults will not be respected very much and morale will suffer. If the manager excludes employees from projects as punishment or takes credit for another’s work then this too will decrease morale.

If the manager is a bully then only higher ups may be able to do something about it. In the case of an employee it is important to get the details of the bullying in a calm and collected fashion from both parties before suggesting ways to radically decrease or hopefully eliminate the bullying.

The repetitive naysayer:

Most naysayers offer advice on why a project won’t work but often don’t offer alternatives and this can lead to team effort grinding to a halt. A pessimistic attitude can affect the whole team and beyond to other departments too.

Confront an employee with repetitive negativity and try to find out if there are personal problems which are possibly affecting his or her decision making process. Make sure to document by being specific and accurate in detail all the negative instances to avoid the possibility of discrimination or harassment suits. Say that an employee has trouble working in group situations rather than stating that someone is a trouble maker and doesn’t get along with teammates.

The social butterfly:

Being very sociable is only bad if deadlines are not met or work is not getting done. Confront the employee and give specific examples of how excessive talking is affecting the work. Try to get the employee to socialize less and perhaps channel this sociability by letting him or her spend time on social events for the office such as planning office parties or leading a welcoming committee for new workers.

In conclusion, being extremely emotional, a bully, a naysayer, and a social butterfly once in a while will cause no great harm to an organization but if the behavior is habitual or very repetitive then detailing the episodes with good documentation and firing the employee is a logical thing to do to avoid poisoning the morale and productivity of the entire workforce.

3 important management mistakes that anger employees:

  1. Engaging in very emotional confrontations.

Fiery arguments are the worst case scenario since cool, calm discussions are preferable by a mile.

If you are conveying bad news to an employee then it is important to start off on a positive note and make sure it is a private one to one meeting and not a session which other employees can hear.

Read the employee body language and pay close attention as you deliver the bad news in a truthful, factual, helpful, inspiring, and kind way. Above all be courageous, factual, calm, and private.

  1. Undervaluing employees or not giving credit where credit is due and not thanking them for their important contributions.

Praise and acknowledgment for work well done is important in any job but in teamwork what is further important is to acknowledge an employee’s impact on business success and trying to mentor them by giving them challenging new tasks on projects, encouraging them to attend workshops and join professional organizations, and help them develop a plan to reach their goals within the organization.

Along the way it is important to try and reward their efforts with special perks such as lunch with the boss where personal issues can be discussed, giving company apparel or nicknacks such as a shirt with a company logo, and extending certain privileges such as VIP parking. Impromptu time off such as showing up late for work or quitting work early can also be good motivating rewards.

Making office space available for peer to peer recognition and kudos with high fiving can also be a motivational reward.

  1. Finally, leaving an employee in isolation from boss and other employees is one of the most unmotivational things that you can do and work performance will suffer as well as the employee morale.

Try to create an open door policy with adequate feedback from an employee where he or she can air grievances or frustrations, make suggestions, report on work progress, ask questions or seek advice, share concerns and work issues, and make contacts with other employees.

An open trusting respectful relationship between boss and employees and between employees themselves is the primary goal which one should strive to achieve in the business.


You can probably categorize about 4 styles or personality types for behavior in the workplace and some have combinations of the 4 since no one employee usually fits into one exclusive pigeonhole category.


The dominating personality type is fast paced and wants the work to be completed in a timely manner. They generally prefer respect, control, and challenge in the workplace.


The influencers are usually extroverted who are fast paced, energetic, like enthusiasm and fun, and like recognition from others.


Supportive and almost submissive personality types are good listeners, support others, are slower paced, team oriented, reserved, and basically desire that others be nice to them and others.


The conscientious employee is precise, careful, detail oriented and accurate. He or she prefers logical data-based decisions.


Of course the ideal personality type is someone who dominates when necessary, is a good influencer of others, is supportive when needed, and is generally conscientious based on the circumstances as they present themselves. You could call that human a jack of all personality styles who adjusts his or her personality to the circumstances or the tasks at hand.


The employee handbook should set the rules for proper and inappropriate behavior in the workplace. Subjects covered are code of conduct, communication policy, nondiscrimination policy, compensation and benefits policy, employment and termination policy, and acknowledgement page.


Holding regular performance reviews and check ins of employees is important to get valid feedback. Simply asking -How is it going? followed by coaching, encouragement, and relevant feedback.


Focus on the employee’s strengths and contributions, keep the review short, have an open discussion on employee goals for the future, create an employee grievance policy where you get the grievance in writing with documentation for the investigation, and generally encourage an open door policy so an employee is not shy about complaining appropriately if he or she sees something is not as it should be.


The above procedures validate the fact that you are interested in the employee staff and not just in their work.


A positive optimistic company culture can avoid employee negativity with unsatisfied employees, low productivity, high turnover rates, and less profit.


A motivating company culture can flourish if there is- honesty which encourages trust within workplace relationships, if employees know the purpose or goals of the organization and how each contributes to their advancement, and regular feedback which is motivating and offers recognition of work well done.


In conclusion, occasional negativity can be tolerated if it is immediately addressed and dealt with. However, habitual or repetitive negativity will definitely harm an organization and the morale of the employees so if no solution can be found to stop the negativity, documentation of each event is essential and eventual firing of the offending employee is a must.



If you liked this evergreen truth blog then read more of them, about 3800 so far, or read one or more of my evergreen truth books, especially EVERGREEN TRUTH, rays of truth in a human world filled with myths and deceptions.

For a complete readily accessible list of blogs and titles go to twitter.com/uldissprogis.


If you enjoyed this blog then here is a list of my most popular ones which you may also enjoy!!!




If you liked this evergreen truth blog then read more of them, about 3900 so far, or read one or more of my evergreen truth books, especially EVERGREEN TRUTH, rays of truth in a human world filled with myths and deceptions.

For a complete readily accessible list of blogs and titles go to twitter.com/uldissprogis.


If you enjoyed this blog then here is a list of my most popular ones which you may also enjoy!!!





To be successful in business you basically need to be in almost total control of yourself and that means being emotionally intelligent or being in control of your emotions with an ability to communicate well with humans. Surrounding yourself with confident, competent, talented coworkers and workers and networking with successful humans is vital for business success in the long duration.

Not everyone in business wants to be a leader in management but if you want to manage then there are the important things which you must know about emotions, career, employees, coworkers, communications, and bosses. Geoffrey James gives a pretty comprehensive detailed list of what is important to know under the listed categories. Here is a link to his rather comprehensive article on the “secrets” to business success.


If you liked this evergreen truth blog then read more of them, about 3400 so far, or read one or more of my evergreen truth books, especially EVERGREEN TRUTH, rays of truth in a human world filled with myths and deceptions.

For a complete readily accessible list of blogs and titles go to twitter.com/uldissprogis.


If you enjoyed this blog then here is a list of my most popular ones which you may also enjoy!!!





You scored!

You hit a home run!

You landed it!

Great work!

Nice work!

You’re great at that!

You’re the best at that!

I approve of it!

I support you!

I think that’s great!

I couldn’t do it better!

You did it perfectly!

I’m giving you a raise for that!

You did your homework well!

That is an exciting new approach!

It’s new but I like it!


I can answer that right now!

Let’s find a solution which works for you!

Let’s look at your information!

Let’s check your data!

I’ll be honest with you!

The company supports you!

I approve of that!

Let’s start again!

What’s holding you back?

Make a suggestion!

Why the delay?

Tell me your reasons!


Let’s table that topic for now!

We’ll get back to this later!

Let’s discuss this further at a later time!

If you liked this evergreen truth blog then read more of them, about 1100 so far, or read one or more of my evergreen truth books, especially COMMON SENSE, rays of truth in a human world filled with myths and deceptions.

For a complete readily accessible list of blogs and titles go to twitter.com/uldissprogis.


If you enjoyed this blog then here is a list of my most popular ones which you may also enjoy!!!




There are the basic introverts and extroverts,

the leadership types and the followers,

the creative types and the task orientated ones,

the ones interested in advancement in the organization and

the ones happy to be doing a useful job and not that ambitious,

and then there is the dissatisfied one who just wants to do enough work to keep the job and not get fired and go on to the next job in another organization.

There are many different combinations which you can get with these 5 basic categories of humans but some of the combinations are less probable such as an introverted follower who is task oriented and interested in advancement in the organization.

For example, you can have an extrovert, leadership type, creative, and interested in advancement in the organization. You can have an extrovert who is a follower, task oriented, and not interested in advancement in the organization.  You can have an introvert who is a follower, task oriented, and not interested in advancement in the organization. You can also have a deceptive extrovert, leadership type, who is task oriented, and interested in advancement in another organization where he sees more opportunity for advancement.

The extrovert may require more interaction with the boss and with other employees and may want more public recognition or recognition for his or her accomplishments in front of other employees than the introvert.

The leadership type may want to be mentored to some extent and that means that the boss will have to permit him more interaction with employees and will have to delegate occasional responsibility over one or more employees once he is knowledgeable in what their jobs and responsibilities are.

Creative types will want to operate more independently and may want some time to improve their skills on the job. They may want the boss to ask them for their opinion more frequently than other employees.

Those wanting to climb the organizational hierarchy should be given time to interact with and maybe even learn some of the job skills of the employees which he or she may be leading in the future. Educational opportunities outside the job may be offered such as a business management degree necessary for further advancement.

Nothing motivates any employee more than a confident, competent, optimistic, trustworthy boss who knows how to concisely communicate general and specific job goals in a timely fashion, competently monitors work progress, helps or guides the employees when help is necessary to complete the goals, and gives appropriate praise and rewards to each employee for jobs well done when the goals are achieved successfully.

When goals are not achieved in time or successfully then appropriate procedures are instituted so failure does not occur again and even demotion or firing is threatened if the failure rate becomes unacceptable.

If you are this kind of a motivating boss then you will be respected and admired and will be running the organization efficiently.


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Businessman Crossing Fingers

To avoid being accused of deception or lying to your employees choose your words very carefully!!!!!!

What follows is link to an article written by Geoffrey James which appeared in Inc.com called “10 Dumb Lies That Lousy Bosses Tell”.


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They hire the best and brightest:

Great leaders overcome their fear of possibly losing their job to someone more talented and hire the best employee for the job and take their time doing so. Nothing is worse than hiring someone in an emergency situation speedily and finding out that the human has inadequate skills for the job or has a flawed personality and can’t work well with others.

They have an excellent knowledge of the goals of the organization and the goals of the group and can motivate the employees towards those goals:

Employees have a difficult time staying motivated if the purpose or goals of the group are not known or are ever changing and confusing. One way to insure unity of purpose and action is to have well defined goals to work towards and organizational rules which are advertised and followed. A good leader should be able to provide this focused direction for all employees. An organization without goals is a ship without a rudder which won’t get you to where you want to be or should be.


They interact with team members and know what information and skills are necessary for their goal achievement:

Great leaders don’t micro manage an employee but know in general what information and what skills are necessary for their employees to reach their goals. They don’t tell their employees how to achieve their goals but know how to give support so that they have all the necessary tools to do the job and can monitor the progress of the employees as they are reaching their goals.


They keep the plans or goals visible:

Great leaders don’t hide the goals in case they may have to change them towards other goals along the way. They remind employees of the goals and if changes are necessary then they make sure that all team members know of the necessary changes when and if they are necessary. They don’t keep team members working in the dark.


They keep team members accountable for their share of the work:

If a team member does not succeed in reaching his or her goals then they are held accountable and are graded on a number scale of one to 10. If they have three or more serious failures in a row then they should be demoted, denied privileges, or even fired or replaced by someone else. Leaders should monitor progress or or its absence and reward or punish accordingly with praise or criticism and corresponding actions.


They recognize progress or doing something right and make it immediately known to the employee to further selfmotivate them to do well in the future:

Punishing an employee immediately after one failure can be demoralizing and threaten the feeling of selfworth which the employee should maintain on the job. On the other hand any success should be immediately recognized and rewarded with praise and further encouragement.


They try to remove barriers which impede work flow:

If there is information or skills which an employee may need to proceed successfully with the work to achieve the goals then the leader will try to provide the source for the information or get someone with the necessary skills to permit the work to proceed smoothly. Sometimes setting aside time for retraining for a new necessary skill is the preferred choice of action. Removing barriers and not creating barriers to work progress is the proper role of a good leader.


They address minor performance issues and don’t let them grow into larger potentially more difficult problems to solve:

Proactive coaching or identifying and addressing small problems and trying to prevent larger problems should be done by the leader as he monitors the progress of the employee. Paying attention to and solving smaller problems may prevent them from growing into difficult ones to solve.


They listen more than they talk:

Efficient or short and to the point communications convey a feeling of confidence and preciseness which can easily get lost in a barrage of words. All the points addressed by the employee should be noted and then responded to clearly and concisely which means that a leader will do much more listening than talking. The good leader should be an efficient communicating man or woman of action and not one who leads with confusing verbosity.


They use team values or rules to make big or small decisions and address problems:

A good leader does not use vague business practices to address problems but follows the rules of the organization to make big or small decisions which helps employees focus on important vital organization values.


They get to know the employee personally to some extent so that a better understanding exists on how to motivate the employee to do better:

Extrovert or introvert personality types require somewhat different motivating approaches and extrovert types could be assigned more contact with customers. Getting to know an employee better will reveal what subtle motivational differences may be needed to get maximum performance out of them. Employees should not be viewed as dehumanized interchangeable parts in a business machine.


They care about their employees and not just about their performance on the job:

Good leaders nurture and protect their employees by getting to know their families to some extent and getting to know their goals in life so that they can be helped in their voyage through life and especially the business world. An employee who feels that a leader cares about his long range goals in life and tries to support that effort will be much more committed to the relationship and job.


They know how to keep a balance between organization goals and profits:

The bottom line or profits should not be the only things stressed in motivational talks but also the goals of the organization which may simply be happy and supportive customers.


They maintain communications even when there is no good news:

Communication should not end when there is a slowdown in work load or if some bad news surfaces and should be addressed and not ignored.


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All employers prefer someone with some job experience because punctuality is important in any job since the biggest problem is employees not showing up for work. If you have held jobs in the past for more than just a few months it is an indication that you also will probably show up for work on a regular basis.

Minimum wage jobs such as fast food jobs and cashier jobs with a high turnover are frequently jobs where the manager is afraid of his or her job security and will frequently not react very well to someone who expresses a desire to move up in the business hierarchy or organization.  Many of those managers feel insecure in their jobs and do not want you to compete with them for their job.

A happy personality with good communications skills is always a plus but students studying and needing a part or full time work will frequently be hired first because they frequently don’t present a job threat to management and are sometimes more responsible than high school graduates.

Not having a motor vehicle is frequently a sign of financial hardship, financial irresponsibility, and an increased probability or assumption of drug use so it is best to have some form of personal transportation such as a car or motorcycle.

Jobs requiring creativity and thinking independently will frequently require more job experience and more proof that you can do the job successfully. Your resume will become more important with more details about your educational background, achievements, and interests and hobbies outside of work. You may be probed rather thoroughly to determine whether you will be a good team player where being a team player is important.

Specialty skills jobs which don’t require much teamwork will more thoroughly probe whether you have the necessary basic skills or whether you will need some follow up training or education in your field of expertise. Enthusiasm for your specialty job and confidence in your ability is important to convey because selfmotivation is important when working mostly alone without much coworker emotional and skill support.

During a minimum wage job interview let the employer ask almost all the questions unless you have been working at a specialty for many years and are sincerely looking for a job with more pay or greater opportunity to move up in the business organization. If it is a career job then showing caring and asking about benefits and possible perks and advancement potential becomes very important. The job interview should be more of a two way street where questions are asked by the employer and employee and both hope to reach mutually satisfying goals.

One final comment is probably most important to note. First impressions last and you should show up for a minimum wage job interview neat and clean in casual standard clothing without a t-shirt. Career job and executive interviews frequently create a better impression with formal clothing for men and to some extent women too. Smile if you can where appropriate and give the impression that you are generally happy with your life and optimistically moving forward in your life.

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