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Your boss has a job to do and so they would want to work with people who make their job if not easier, at least not harder. They want members who are professional, serve their purpose, and add value. So naturally, anything that’s quite the opposite of that may not be appreciated. And you may be oblivious that you’re exhibiting some of these behaviors. It’s what typically happens when you’re not as self-aware or have become a bit too comfortable.
So for the purposes of self-reflection, relatability or maybe entertainment, below are several employee traits that your boss secretely hates, why, and if you’re one of these employees, how you can turn things around.
1. Resistant to change.
The most stubborn of all. This is that person who’s perpetually allergic to change, unwilling to do things differently, passionately wants to keep the status quo, and questions everything that’s new. This person makes it hard to introduce transformation because they enumerate all the possible reasons why it can’t work, and why the old ways are always the best ways.
Why it’s frowned-upon:
Businesses keep up with the times, constantly evaluate their market and respond to customer needs. They need to be agile. Change is how they survive. And they need employees who are happy to make sure their business actually survives.
Alternative:
Ask as many questions as you can about the change such as why said change is needed, what might be the impact, what is expected of you during this time of transition, and how exactly is the change going to be applied. Understanding the rationale behind it, and the prospect of better things ahead should make you feel comfortable in embracing any upcoming change.
2. Complains a lot, reactive.
This is that person who only sees the negative side of things: the problems, the excuses, and the limitations. This person has a problem for every solution. They’re also extremely reactive to external events – ready to give their 2 cents without processing the information or trying to understand the situation.
Why it’s frowned-upon:
If you’re not part of the solution then you are part of the problem.
Being reactive is like a kid throwing a tantrum – not very professional.
Alternative:
Be part of the solution. The very first question you should be asking yourself when there’s a problem is “what is the solution and how can I help?”. It’s okay to point out things that need improvement, but you should also come forward with recommendations.
Additionally, practice restraint by taking some time to process information before forming conclusions. Gather as many details as you can before reacting so that efforts by others are spent on shedding light and not on pacifying you.
3. Gossips.
That person who finds joy in spreading rumors. It doesn’t matter if their information is unconfirmed, they would eagerly propagate it for a myriad of reasons. Either they simply want your reaction, they want your sympathy, they hate the person they’re gossiping about, or they’re just bored.
Why it’s frowned-upon:
It doesn’t help any situation. Rumors endanger relationships, ruin reputations, promote bad workplace culture, and the worst way to spend your valuable time at work. People are already stressed out, multi-tasking and fire fighting every day. Gossip is downright unnecessary.
Alternative:
Avoid at all costs. If you run into something you think deserves clarification, reach out directly to the person involved and clear things up.
4. Chatty-chatty.
That person who won’t stop talking. This teammate stops by every single cubicle to talk about their new plant or recently discovered Netflix series. That coworker who’s not shy to get someone’s attention away from a meeting just to show a picture of their cat.
Why it’s frowned-upon:
It’s a well-intentioned activity and seems harmless on the surface but can be disruptive if left unchecked. A minute or two can extend to 15 minutes, and accumulate to a lot of hours if done every day. And productivity is not only impacted by the actual number of minutes gone to chatting but by the number of times employees need to context switch and get back to their momentum. Unwelcome chats can trigger annoyance too and might stress out people who typically get drained by social interactions.
Alternative.
Self-awareness is your best bet. Everything has its right place, time, and person. So maybe save your stories for when you’re on a break, or during downtime. Also, not everyone may be interested in your topics or would want to engage in conversations so be friendly yet discerning if you’re talking to the right person.
5. All about me.
That person who always makes things about themselves. It’s either they’re full of ego, they’re full of drama, they’re entitled, or they have a victim mentality. You can’t give them constructive feedback because they’re unable to disconnect personal emotions from professional expectations. You can’t disagree with their ideas because they feel personally attacked. They hoard credits. Or they whine when they don’t get their way because they feel entitled to all things at all times.
Why it’s frowned-upon:
You are part of something bigger. And in that bigger picture, everyone is expected to help to reach the common goals. So your purpose is to contribute to the collective effort in bringing the team closer to its targets. When you make it about yourself, you become detached from your purpose and this reflects on everyone’s performance.
Alternative.
That constructive feedback is so you could serve your purpose better, not to bring you down. That idea was rejected because it was deemed not helpful in bringing the team closer to the goals, not to personally attack you. It takes a lot of maturity to get past that imagined spotlight on you but sooner or later, you’ll realize how you’re part of a machine that needs all of its moving parts working. That machine is not all about you – it’s a lot of people serving their respective purposes and carrying their own weight. So think of how you can help, contribute to the team’s success, and add value.
If you’d like tips on how to effectively handle feedback or constructive criticism, then check out my other post: How to Handle Feedback and Constructive Criticisms
6. No accountability.
Quite the opposite of the “all about me” trait. This is that person who lacks any sense of ownership and has become removed from the consequences of their actions (or inaction). They mess up but distance themselves from the responsibility. If they’re confronted about it, they make excuses or give empty promises to improve.
Why it’s frowned-upon:
Your lack of accountability translates into poor job performance, and poor results mean bad business. You applied for that job and no one forced you to accept that offer. And so it goes without saying that you need to keep your end of the bargain. Someone took a chance in hiring you out of all the other equally qualified candidates, and so your boss/employer would like to see that they made the right decision.
Alternatives.
This is that trait that I consider a symptom of an underlying issue – rather than the actual problem. It could be personal, or something that has to do with your leadership or management. If it’s a leadership or management issue, schedule a meeting with your boss so the two of you could collaborate in finding the best solution for the situation. Maybe there’s confusion about work assignments. Or perhaps you need to clarify some expectations. Or you probably know the expectations but do not know how exactly to achieve them.
If it’s a personal issue, figure out what it is that’s causing your low engagement at work. Was there a recent event that made you lose your interest? Are you not happy with your career, overall? Do you have relationship issues or problems at home that bother you? And if so, what are the steps that you need to take to resolve it? Bottom line is, you have to nip it in the bud so you can start reconnecting with your job and your life in general.
7. Bites the hand that feeds them.
That disgruntled employee who has made it a habit to remind everyone how awful the company they work for is, but still works there anyway. This employee does not fail to notice every single flaw and imperfection of the organization. From how lousy the facilities in the workplace are, to how mediocre the company is, up to how cheap their giveaways are during parties. This person also sometimes shares these things on social media.
Why it’s frowned-upon:
No organization is perfect. Even Fortune 500 companies have things to improve on. And so it is unfair to willfully choose to be a part of a company (who took a chance at hiring you) then purposely antagonize it. Especially when there are channels available to you to communicate your grievances at work.
Alternative.
Identify issues and then see how you can help to resolve them. If it’s beyond you like topics around salary, benefits, location, etc. then decide if it’s something you are amenable to or not. If you are, still try to surface why it’s an issue through the right channels, then either accept them or weigh your options. If not, leave.
8. Lacks basic problem-solving skills.
This is that person who immediately cries for help without trying to help themselves first. Or asks questions which answers are available to them – if they just attempted to use their resources.
Why it’s frowned-upon:
It’s embarrassing when you cry for help that your printer isn’t working only to find out it’s not plugged in. Or ask where you could find the link to a report when it’s already in the email that you just chose not to read in its entirety. Empowerment, autonomy, and minimum to zero supervision should be the goal. And that’s hard to attain when you do not have the most basic of problem-solving and troubleshooting skills – or have it but don’t want to use it. It’s a waste of somebody else’s time.
Alternative.
Prior to asking for help, ask yourself what initial steps you have taken to solve the problem yourself. Predict what the other person might ask you prior to them attempting to help you. Such as have you tried rebooting your laptop? Did you check all of the folders? Did you follow all the steps provided in the email? Save yourself from awkward conversations. Once you’re confident that you’ve utilized all available resources and have taken all the necessary steps and it’s still not resolved, then that’s when you ask for help.
There are other employee characteristics that your boss might not be excited about to see like being rude, discriminatory, or downright disrespectful. However, these behaviors are more cut and dry and can be resolved in black and white – and sometimes with HR intervention. Some other behaviors are being on your phone all the time, being lazy, always late or absent, or smelly (to the point that other people complain about it). It’s easy to dismiss some of these traits as nuances but when you spend 40 hours of your time with these people every single week, then that nuance becomes a big deal.
In summary, all you need to do is think from your boss’s perspective. If it’s a trait that disrupts a well-oiled machine, does not add value, does not contribute to the overall success, or blatantly wreaks havoc to the workplace, then it’s not appreciated. There are grievances that are valid and for these situations, always choose to communicate directly and professionally, and through the correct channels. Thank you allies for dropping by. Always appreciated.
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