Don't Let These Employee Types Let The Team Down

Don't Let These Employee Types Let The Team Down

Unless you're the Lone Ranger of business, you will need people around you to help your business grow and maximize profits.

However …

There are some employee types that threaten to bring down your business, rather than help improve it. These are the people who will lower your team's morale. These are the people who will frustrate you and everybody else around them. And these are the people that need to be dealt with quickly, for the sake of your team and your business at large.

These are just some of the employee types you need to be wary of

#1: The Bad Fit

In the other examples on this short list, the employees in question might only have themselves to blame for their bad behavior. However, in this instance, the buck probably stops at you. If you have taken on an employee who is ill-fitting for the job at hand, then there are going to be problems. Their productivity will be low, they might make terrible mistakes within their work, and they will drain the energy of other employees who may be forced to help them, and correct the blunders that have taken place.

Tip: It starts with the hiring process, so ensure your job description is clear, and that the people you choose to interview closely match the specs you are looking for. You might also consider delegating specific team recruitment roles to other members of your team, especially if you're already stretched with your other duties, to ensure you get a good fit. If you do employ somebody who is a bad fit to the team, all hope isn't lost. You may be able to put them in a role that is more befitting of their skills, or you may be able to pay for training, as while expensive, it will be cheaper than going through the hiring process all over again.

#2: The No-Show

It's 9 in the morning, and the 'no-show' is nowhere to be seen. Their time-keeping is poor, and while they might have a valid excuse for being late, they might also have no excuse whatsoever, especially if they are late on a regular basis. The 'no-show' might also fail to appear at work because they are 'sick' on a regular basis, so after a while, you might want to question why. In the meantime, other members of your team will have to commit to extra work to cover the gaps left by the 'no-show,' and they might also become unmotivated, perhaps following the same character trait as the individual in question after a while.

Tip: Lateness shouldn't be tolerated, as you will only end up paying somebody for time they haven't committed to. You might want to use a time-clock solution to keep an eye on this so-called 'no-show,' and if you notice they are late regularly, you need to take the relevant action. This should include finding out why they are late, and if excuses are poor, you need to follow through with your disciplinary processes. For those employees who are regularly absent because of illnesses, you need to find out more. If they are generally sick, then so be it, but is there anything you can do to make the situation easier for them? If they are away with stress, for example, you might want to consider your workplace, and the effects it may be having on the employee. On the other hand, if they are 'sick' for no good reason, or are ill too often to have much positive effect on your business, then you have to consider saying goodbye. After all, they have barely been around to say hello to in the first place!

#3: The Bully

Don't let your employees suffer at the hands of a workplace bully. According to the Workplace Bullying Institute, this includes behavior that is threatening, humiliating, and/or intimidating. The bully has the power to cause your employees stress and anxiety, and this will impact on their day-to-day work in your business. As the employer, you need to stop the bully and protect your employees from the toxic individual in question.

Tip: When your employee's come to you with a bullying complaint, don't minimize their stresses. You need to investigate, and this means talking to the bully in question, as well as other members of your team. You should already have a policy to deal with such issues, so if you discover the bullying is consistent and purposefully harmful to others, then you need to discipline the individual in question. If the bullying behavior continues, then you need to get rid of the bully as soon as possible (in line with your discipline policies), as their malicious actions should not be tolerated under any circumstance. Your employees and business will suffer the consequences otherwise.


Don't let these employee types let your team down. You need good people on your side, so look after those employees that do benefit your business, and when you encounter those problem individuals we identified, deal with them as quickly and as effectively as possible, for everybody's sake. Yours included!

Featured Image: Shutterstock

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