LET’S TALK ABOUT TOXIC AND “ENTITLED’ EMPLOYEES!! Hello, professionals! I’m sure you’re anticipating what I’m about to say. This topic comes up frequently during HR gatherings, so why do we avoid it? We find it easier to talk about toxic workplaces than toxic employees, despite the fact that we have our fair share of toxic employees. We can all agree that businesses are becoming more aware of the need to change certain policies and put measures in place to avoid being labeled “toxic.” Kudos to them. However, there are employees who are out to frustrate the company, and no matter what the company gives them, it is never enough, nor is it appreciated. They are quick to compare your 8-year-old company to a 70-year-old multinational. Isn’t that amusing? Don’t get me wrong, a few of these employees know their onions, they understand the job, but they never meet deadlines, are insubordinate, refuse to participate in company activities, and always have a reason to criticize the management. I know what you’re about to ask “Do you not have any policies? Why not terminate employees who are not culturally compatible?” Ooh well, as professionals what should we do about such employees?1. Make a point of documenting EVERYTHING. Please document any verbal information you receive about an employee’s misconduct, no matter how minor it appears to be. It will always come in handy.2. Be compliant. Stick to your disciplinary policies. This may be difficult in some cases due to flexibility; however, if an employee is not culture-fit, do not be afraid to let go of such an employee, even if he or she is one of your star employees. However, before you do so, ensure that you have exhausted all possible means of ensuring that this employee complies with company policies and that you have a backup plan in place, such as a pool of candidates, promotion of another team member where necessary, etc.3. As Foluso Aribisala stated during HR Lunch, Link and Learn, you are a business partner first and an HR Professional second. You MUST understand the company figures, revenue, market value, and so on. Understanding the numbers will assist you in making HR decisions. When a “Oliver twist” employee comes for a specific request, you will not be pressured to comply. It will also help you know the welfare package the company can afford to provide employees. No go dey do pass yourself.4. Remember to always ask Culture-fit questions during interviews. There are no right or wrong answers to culture-fit questions, but they do help you have an idea about the candidate’s personal values and whether they align with the values of your company. Can you relate to the topic? How did you handle such an employee? If you have any additional suggestions, please share them with us.
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I love that statement ‘they are quick to compare your 8 year old company to 70+ year old multinational company’. The fact is that such people are in every company, they dont face reality and their major problem is impatience cos they want to make things in a rush.
I love that statement ‘they are quick to compare your 8 year old company to 70+ year old multinational company’. The fact is that such people are in every company, they dont face reality and their major problem is impatience cos they want to make things in a rush.