positive and negative traits of an employee positive and negative traits of an employee

Amir is a sales VP with a high excitable score. Author, educator, pharmacist and entrepreneur, Dr. Greg Alston educates frustrated, overworked pharmacists to select and implement the best value strategy possible so they can be paid what they are worth and build a secure future for their families. She also encouraged them to focus on themselves and their work, not on what someone else was or was not be doing. When they complained about Sharon, she offered advice while still respecting everyones privacy and staying within the law.. With a little probing, Daniel discovered some of the reasons for Bobs negativity. You need to be able to clearly get your message across, in verbal or written speech, and be able to grasp other peoples meaning (particularly through asking the right questions). The No. Try to fire the person unless you've documented the behavior, its impact, and your response. that periodic evaluation and assessment of employee's personality . While Christinas efforts reduced the negative impact Sharon was having, the problem was ultimately solved by circumstance. It could be that the employee is not a good fit for your business. Shes assertive and sharp. Having an employee who can lead a team is one thing; however, when you are able to engage with all team members and collaborate as an equal, thats something else. I like that the job involves machine learning, which is something I always wanted to learn more about. Design/methodology/approach: This is a quantitative study in which the authors employed a survey questionnaire to collect cross-sectional data from the academic leaders of Pakistan's Higher Education Institutes (HEIs). These changes may make you uncomfortable at first, but the more you practice, the more natural they will feel, and the more likely they will be to become habits. Employees should go out of their way to put themselves in uncomfortable situations. Bring the situation up with your other team members. Greg L. Alston Employee characteristics like this are huge. Third, he began using information-seeking behaviors with peers in team meetingssuch as asking, Can you tell me a bit more about your idea and how it might improve the situation? Colleagues recognized the sincere effort he was making and began to regard him as more considerate and controlled.. Being bold and confident to the point of arrogance is a good example; so is being puckishly mischievous, with an enormous appetite for reckless risk. His personal life was a mess between bad relationships and estranged children. Tell me about a time you received negative feedback on a specific area of your work. One mean, nasty, negative, deceitful person can poison the entire workplace. 10. Someone who is diligent, for instance, may try to impress her boss with her meticulous attention to detail, but that can also translate into preoccupation with petty matters or micromanagement of her own direct reports. He uses the pronoun we instead of I and speaks about his team instead of his own contribution. The standard feedback rules apply: Objectively explain the behavior and its effects, using specific, concrete examples. Make sure to document the meetings and note what was discussed and the actions that you and the employee decided to take moving forward. If you allow frequent unexcused absences, you will alienate your good employees and undermine morale. Here are 20 positive traits you should display in the workplace. So, what specifically are the dimensions of a positive attitude. A positive attitude toward your job in general Punctuality for all work-related events Flexibility when assigned work tasks A dedicated employee doesn't need extensive experience in their field, but they're willing to put in the training and work required to gain any necessary experience. If they're avoiding you or giving the cold shoulder, you could be guilty of this problematic behavior. Their co-workers admire their honesty because they know theyll get a genuine answer as they interact, which is a key quality of a good employee. If you are going to accept the paycheck, then swallow your pride and do the job in the manner requested. Taking the credit of others can also happen in meetings. They are also more productive and see their leaders as more effective and charismatic. An optimistic employee can offer new and fresh ideas and new perspectives. Gaining an understanding of different personality traits can help workers grow and managers engage more effectively with their employees. Talk to the employee who inappropriately took credit about how and why it happened and how to prevent it in the future. Im also thinking of doing a Masters in machine learning and I want to be sure that this is what I want. Many recruiters look for candidates who are optimistic and goal-oriented. Mentioning: 4 - The study examines the association between HRM practices and organisational citizenship behaviour (OCB) in Nepalese commercial banks. These are the 10 major negative behaviors that simply cannot be tolerated in a productive workplace. Purpose: This study examines the effect of personality traits on organizational cynicism (OC). If the person is hesitant to reform, figure out what they care most about the privilege of working from home, their bonusand put that at stake. Whats one thing you like about your current (or prior) job and youd want here as well? Intellectual stimulation: the leader promotes creativity and innovation through open-mindedness and non-threatening questioning of ideas. Even if an employee doesnt have much to contribute, just asking a great question or advocating for a fellow employees idea can go a long way to making a lasting impression. Keeping an eye on what is happening in your industry is a great way to stay ahead of the competition. Connect with him at GregLAlston.com or Twitter. The leading source for targeted, industry-specific news briefs. Sometimes people dont realize the impact theyre having so I like to have a blunt conversation with them about their behavior, what they can do to change it, and how they can work better with the team. Her approach was delicate because, with Sharon you never really knew who you were going to get on any given day. But she learned to read her employees state of mind and pick days where she would be more accepting of this kind of conversation., Christina also supported the rest of the team. Disrespectful or abusive behavior: Everyone will be grumpy or short-tempered on occasion. Look for the ability to verbally communicate with persons inside and outside the organization. Probably, I would also gather relevant data that people from finance or marketing would like to see. So unless youre hiring for a truck driver or a night guard at a museum (which is an awesome job, by the way), you need people who are able to collaborate well with others. Being negative. Not surprisingly, trusting that the . To determine whether you're a problem employee, reflect on your behavior. 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Talk to your employee about why she is being disrespectful. This is the flip side of not taking responsibility. If the original job description included other duties as required, as they often do, you may want to remind the employee of this fact and that she is a part of a larger team. You want an employee who tackles complications with a positive mind because they can energize those around them and will help you cross the finish line. As managers, we expect the best behavior from each member of our team all the time. An excitable leader might simply wreck his career with a public temper tantrum. Let him know that mistakes are frustrating but expected, and it is best to admit to them rather than blame them on others. Another example is leisurely passive-aggressivenesspretending to have a relaxed, polite attitude while actually resisting cooperation or even engaging in backstabbing. 7. Dig deeper The first step is to take a closer look at the behavior and whats causing it. taking responsibility. Cassandra displays a slightly stronger drive to improve. Do any of the traits sound a little (or a lot) like you? The two underlying purposes of workplace positive reinforcement are: To acknowledge a desired behavior; and; To encourage a desired behavior. Can you tell me more about this project you worked on? It is easy to slip into categorizing employees as good or bad. You may even keep a mental bad employees list and keep a close eye on those employees. The CCL suggests setting aside a small window of time, daily, to perform a self-evaluation of your own conduct and how it affects others. No one can get to where they want to be without some help along the way. Good employee traits go hand in hand with being a good person. Its a good idea to sit down with your team members and discuss about what constitutes culture fit for your team and narrow it down to specific traits or values. For instance, colorful, attention-seeking leaders often get better marks from bosses than their more reserved counterparts. If the candidate will work with a team, look for their ability to work in a team structure. Bad whining is evil and is usually the first sign that someone needs to go. As the former Head of Content at Connecteam, Rea was responsible for helping clients build smart, effective employee management strategies and brings years of experience and knowledge to help improve employee engagement. Whining: Whining is defined as complaining for the sake of complaining. Overcautiousness: A leader may come in the way of innovation and progress with this negative trait. This is a situation that might be brought to your attention by an employee who has been overlooked. She was an alcoholic, abused drugs, and had a medical condition, Christina recalls, Her work was full of mistakes, her work ethic was poor she was often out of the office, at least one day a week, if not more and she frequently took credit for others efforts. A sound plan gives strength to New Years resolutions. Document everything If you conclude that you really need to fire the person, you must first document their offenses and any response youve offered so far. The best approach is to be direct and understanding with your employees, discussing their strengths as well as their weaknesses. Failure to complete work/assignments: Some people always have a reason why their work is not done. Many consumers check online reviews before deciding to patronize a business, and if customers are not treated well, that is likely to show up in reviews. You need an employee who is okay under pressure. There are ways to limit the harm they do. If youre sure you know what culture fit means for your team, youll be able to evaluate it by looking at answers to culture fit questions as well as at each candidate as a whole. I immediately asked him to have a meeting with me and show me how I can do this differently. If this is an ongoing issue, discuss the pattern with the employee. The organization also suggests that you seek out frank feedback from trusted colleagues or through a 360 assessment, in which you receive performance feedback from your supervisor and four to eight peers or subordinates. Participants described these types of individuals using phrases such as "in over their head" and "failure to deliver.". For more challenging issues, work with your employee to develop a plan for improvement and monitor how your employee is progressing. As a business owner, you have a lot on your plate, and it can be a challenge to help your employees overcome bad employee characteristics. We've got the platform you need. Termination for poor performance should not come as a surprise to the employee. Second, as group discussions began, he moved his watch from his left arm to his right as a reminder to maintain control. For example, if you are highly colorful, you might avoid watercooler chitchat or hold back from volunteering for important presentations so that a colleague or a subordinate can take center stage. Some people always undermine your team with their negativity. Contents So, we narrowed down the list to five critical job candidate qualities: 1. It explores, also, OC's predictive power on Employee Performance (EP) in Pakistan. This doesnt imply that you should evaluate only these skills and nothing else. Sometimes employees break the law. You might mention a pattern youve noticed or that others have commented on. The new projects youre working on are very relevant to my Masters so Ill be able to apply my knowledge on the job and learn more about the practical aspects of machine learning and also come up with new projects. The employee must understand it isnt personal, but meant to be constructive. Because when youre interviewing for the next top talent to join your company, the qualities they possess are crucial to watch out for. Change may involve engaging in a new behavior. The more they are exposed to it, the more immune they will be to pressure! 2023 Leaf Group Ltd. / Leaf Group Media, All Rights Reserved. At work youre often on your best behavior. Whining is unethical and destructive. 6. Negativity: There is a difference between occasionally disagreeing and always being negative. The whole team suffers because of it. Of course, your first step as a manager should be to avoid hiring toxic people in the first place, but once theyre on your team, it can be hard to get rid of them. Whoever doesnt learn risks staying behind, no matter their accumulated knowledge or position. HBR Learnings online leadership training helps you hone your skills with courses like Feedback Essentials. One employee, Sharon (not her real name), a senior marketing manager, was making the rest of the group miserable. Even work thats often seen as lonely, such as accounting or software development, may involve considerable input from other people. Plus hed realized that he had reached a certain age and hadnt achieved the professional satisfaction that he wanted and he thought he deserved.. Everyone wants someone good in their life that is reliable, punctual, confident, and loyal. They're "impervious" to any coaching or criticism and fail to make recommended improvements from their bosses, according to the Center for Creative Leadership. software development, finance, marketing). It is important to identify problems in the company to be able to solve the issues. Most of the time people dont realize that theyre as destructive as they are, Porath says. Instead, its best to have an employee who shares their success with the team. Respondents identified this type of employee as someone others dislike and these individuals find it hard to form positive relationships with co-workers. Unexcused absences: Everyone needs to miss work occasionally, but some people always miss work or miss work at a rate that causes everyone else to double-time it to cover for them. The key, then, is not to eliminate your personality weaknesses but to manage and optimize them: The right score is rarely the lowest or the highest but moderate. Joes answer was neutral and he also seems to consider this job as a stepping stone in finding what he wants to do (which could be fine, depending on individual hiring manager requirements and the seniority of the role). Its not helpful to say, Youre annoying us all, Porath explains. If an employee comes to you with a concern about a negative co-worker, listen before responding. Checking over a document or email or a customer win that just came in is important after all, the devil is in the details. Communication 4. Instead, she worked to prevent the negativity from seeping into everything by routinely giving Sharon feedback and direction. This influence can be either positive or negative. They make them for a variety of reasons: Some employees know that if they make a mistake, it is best to take ownership of it. Everyone wants someone good in their life that is reliable, punctual, confident, and loyal. Someone could be a very hard worker but do some questionable things on the side, making it hard to trust them both professionally and personally. For example, with employee theft, document the evidence and decide whether you want to handle the issue privately or if you want to press charges. An important quality of a good employee is that they can take feedback. In my previous company, we valued both teamwork and independent working. If you disagree with the way things are being done, then resign and seek other employment. Self-motivation 5. Teamwork 2. Subversive behavior: All of the first nine can manifest in a personality that actively undermines your authority by working to destroy the good will between the boss and the employees. We all tend to respond more strongly to potential losses than we do to potential gains, so its important to show offenders what they stand to lose if they dont improve, says Porath. Some employees may swoop in and take credit for other peoples successes. My first manager had given me a list of things I had to do to learn to write better code. Hes a mid-level developer who wants to try his hand in machine learning. They welcome change and are keen to get others on board too. Just because you avoid gossip doesnt mean you avoid all politics. Consider this for a minute, employees just wait to be told what to do, whereas, a manager thinks about what needs to be done in a strategic manner. Side note: chances are that you have employees of multiple generations in the workplace but you need to ensure youre managing them all effectively. My previous role didnt allow me to properly experiment with machine learning, but this role will. Here is a list of 20 positive traits, arranged in alphabetical order, to consider and look for when hiring a new employee: 1. They also talk about presenting examples, and Joe shows his collaborative spirit again by saying hed ask for help from an audience thats similar to the one hes presenting to. He recommended a counselor provided by the company and offered up his own time and advice in weekly meetings. This trait is sometimes used by companies as a euphemism for I wont ask for a higher salary and will work long hours without complaining. Do evaluate other hard and soft skills specific to the role, but these questions provide useful insights into candidates fit. Minor is currently researching toxic doctors and says that early results indicate that some are either unable or unwilling to change. I was the leader of this project and organized the whole workflow from start to finish. Crushing a person is rarely a constructive pathway to strong teamwork. Revenge travel: Making up for lost time, but at what cost? How do you know when to cut someone some slack or terminate their employment? The result is pervasive dysfunctional behavior at work. Like CNBC Make It on Facebook! Give concrete, specific feedback and offer the opportunity to change. It is very natural for an employee to commit a mistake in their work. However, with all of the discerning between the positive and negative traits of our employees, we can often overlook that we need to examine ourselves as managers with a critical eye as well. They might take credit away from more introverted team members or subordinates who are not present to defend themselves. Whether you are starting your first company or you are a dedicated entrepreneur diving into a new venture, Bizfluent is here to equip you with the tactics, tools and information to establish and run your ventures.