3 Employee Qualities That Could Jeopardize Your Business

BY: ON THURSDAY, OCTOBER 08, 2015

Just like a bad manager can destroy the best team that works under him, a bad employee can create tensions among his fellow workers and ultimately affect your business in a negative way. Such tensions can reflect on the quality of other employees’ work and ultimately the functionality of the company.

Besides the usual qualifications required and other attention to details qualities that you are looking for in your potential employee, there are other very important personality traits that you need to look for. Don’t be fooled by those personality tests, though, because any intelligent human being can pass those tests. Someone passing your personality test may not even be that easy to get along with, or honest, but simply intelligent enough to tell you what you want to hear.

Having hired the employee with the perfect qualification is great, but there could be some personality traits that could spoil any qualifications. And what’s more is that if you tolerated such behaviors in your company it could easily reflect on you as a business owner.

Here are 3 destructive qualities you need to look for and eliminate from your business, if they do exist, or make sure they don’t even get in if at all possible.


1- Gossiping

Gossiping shouldn’t be tolerated in a place of business. Yet, there are some companies that not only tolerate it, but seem to encourage it as well.
As a manager or director of a place of business, you should be aware of who is spreading gossips.

Rewarding a gossiper with more responsibilities in the company and in some worst cases, even using them as snitches to report on other employees, is not the way to go. And certainly not the right way to make employees like and respect you as a manager, director or owner of the company.

It should be made clear right from the get go that gossiping is not something that your management values, and that gossipers will be found out and removed if necessary.
You absolutely couldn’t state that you won’t tolerate gossiping if you encourage some of your employees to snitch on other employees to report back to you.

If you think that such behavior will not become known to the other employees, you’d be dead wrong and shooting yourself in the foot.
Those things always come out in the open.

As a head of the management of your place of business, you’ve got to find some more ethical and professional ways to find out about people who are not doing their job. Using employees to snitch on other employees, should be out of the question.


2- Throwing Someone else Under the Bus

Something went wrong and a customer is upset. The employee responsible for the upset customer is quick to throw someone else under the bus.
This is an unfortunate, yet common occurrence in places of business.

Often times, the person taking the hit for the true guilty one will be a subordinate, and they will be willing to take the blame to keep their job. In other words, while they may be the only person knowing that they are the victim of a lie, they’ll keep their mouth shut, out of fear of losing their only place of employment.
As a head of management, it’s your duty to do your very best not to encourage your subordinates to thrive with this type of behavior.

Always try to go to the root. Always investigate fully to find out who is really at fault if it’s that important to you. In any case, do not simply believe what you hear, just because someone is ready to say that it wasn’t them.
In the end, it really doesn’t matter which individual may have made a mistake, because as a company you are all in together, and seen as one entity. Anyone who feels that they need to push down someone else to stick out shouldn’t be someone you want as an employee anyway.


3 - Peer Pressure

You may have that new employee that works exceptionally hard and well, yet unbeknownst to you he’s the victim of peer pressure.

Because of his outstanding work, he makes few lousy employees look bad, and they are telling him to slow down a little, not to work so hard, because it makes them look bad.
Usually a hard worker will be an incredibly good reveler that some of your employees are not working half as much as they are paid for.

If you choose to keep or even hire such less than willing employees, don’t let them pressure you good and excellent ones. Make it clear in your company that everyone should try to excel and improve as much as they can.

Reward those who excel, and ask them if they have any concern if you notice that they excellent work has declined. If you find out that it’s due to peer pressure, remove the guilty ones from your company. They are hurting your business.


Be a Good Example Yourself First and Foremost

Let’s be honest here, if your personality sucks, you can’t expect to have wonderful employee’s behavior.

As a manager, director or owner of the company, you will be watched.

The culture that you are spreading around by your own behavior and personality will pretty much be the accepted culture within the company.

For example, if you’re moody, unfriendly, and don’t know how to greet your employees in an appropriate fashion, how can you expect any better from your employees?
If they know that you reward snitches, how can you expect respect and having a place of business free of gossip?

It’s human nature to tend to follow the behavior of the group that one’s is surrounded by. What a person might not do on his own, might very likely do within a group.
As a business owner, or manager of the business you are the leader of the group, and as a leader you definitely need to show good behavior by way of example.


Make sure that you advertise that the culture of your company does not tolerate gossip, peer pressure and cowardliness, and your business will be reaping the rewards of such an outstanding conduct.


Image via Shutterstock

About the Author

Sylviane Nuccio

Sylviane Nuccio is freelance writer, author, life coach and public speaker. She writes articles and press releases to help businesses grow, and coaches people about success mindset. She blogs about business blogging, and personal development at http://sylvianenuccio.com.

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