Curb These 5 Detrimental Behaviors at Work And Successfully Lead The Naysayers

Being a leader is not a bed of roses. Not every workplace is a walk in the park and not every employee is a delight to work with. We talked to many leaders and this is their major problem: employees who displayed less than stellar behavior in the workplace. However, being a successful leader is all about learning to deal with even the most difficult People in the workplace and successfully lead any personality type with ease. Here are five workplace behaviors that need to stop if you successfully want to take your team forward.

Manipulation

Manipulation has many ugly faces, but no matter which form it shows up in, it can create a toxic environment at work. Manipulators are by nature bullies, and they often resort to devious methods to control others. Such employees are adept at exploiting the weaknesses of others and know how to create a chaotic emotional situation. Manipulators are controlling but this tendency stems from a fear of not being enough. The only way to take away some of that control in a positive way is to ask probing questions which help them realize that they are only looking at things from their point of view. For instance, you may ask something along the lines of, “Can you help me understand how this benefits the program”. Call their bluff by subtly uncovering the fallacies in their statements and revealing their deceptions. As a leader, you need to remain firm and use a direct, no-nonsense approach when dealing with bullies. Don’t fall prey to their nature by appearing flustered when dealing with them. Remember that you can only get bullied if you allow yourself to be manipulated in the first step.

Unproductive Gossiping

Be it a whispered conversation around the coffee machine or covert chat messages, there’s always that one employee who knows the latest scoop about everyone and everything and doesn’t hesitate sharing with everyone else. Be it a secret office romance, who is getting promoted, which department is going to be abolished, who is going to be receive a year-end bonus, or who is secretly leaving the workplace early, they always know it all. Not only is this idle chatter unnecessary and unproductive, it is highly unprofessional and can sow discord among employees.

While you cannot shut up chatty Kathy at work, why not give them something productive to talk about? Yes, there is such a thing as productive gossip. If you have a person in your office who is prone to tattling, give them some positive insider information, which will give them something to talk about at the vending machine, yet keep them from mischief. Let slip some news about an upcoming project or share how some new initiative will improve workflow process or the multi-purpose printer that will be installed. Productive gossip is worth sharing and can boost employee morale.

One other way you can curb idle gossiping at work is to have consistent messaging. Be sure to give the same answers to all your employees when asked about a project, a policy, or an initiative. Giving conflicting information could cause employees to speculate among themselves and get the tongues waggling.

Nay saying

Negative Nelly. Debbie Downer. Nervous Norbit. Buzzkill Bobby. Naysaying employees will always have answers ready as to why something cannot be done or shouldn’t be done. Not only are they strongly opinionated, they will question your every move and decision. By nature, these employees are pessimists and tend to focus on the flaws of the situation. Such people want to be heard and if you marginalize or ignore them, you will find them more disruptive than ever. While they may have good ideas, their method of communication is loud and troublesome for the team. However, experts say that while naysayers appear to be blustery and headstrong, their only problem is their inherent need to be right. When dealing with such an employee, stick to the facts and figures, listen to their point of view, but leave no room for them to form an opinion. Steer clear of words that betray judgement or emotions. Instead of backing them into a corner and stirring them to rebellion, provide them with a safe place to discuss their opinions and the facts of the situation. Hold one-on-one discussions with them to give them face-saving opportunities to change their minds without any external pressure or fear of judgement or retribution.

Perfectionism

Perfectionists are typically goal-oriented employees who expect everything to be perfect and according to their expectations. Driven by their fear of failure, these employees often have high expectations from others and are not easy to satisfy. They are quick to find flaws in the works of others and hasten to dispense advise which may irk others. Not only that, they are so afraid of not meeting their own standards that they may conceal their own failures and mistakes, which may harm the organization. Not to mention, perfectionists typically take on more than they can handle and may start thinking for others. These employees are easily provoked about perceptions of order, fairness, and equality. To keep perfectionists working at the optimum level, try keeping them focused on the schedule to prevent them from re-doing the same work until they find it suitable to their standards. Since accomplishment is important to them, make sure to express appreciation for their organizational skills and accomplishments, in order to keep them motivated.

Using Technology During Meetings

While employees may need to use a laptop or tablet to record notes, you may notice employees browsing the web, checking social media notifications, and texting in the middle of meetings; lackadaisical behaviors that depict apathy. While there are allowances for emergencies, scrolling through your phone, or appearing to be looking out the window or snoozing off during a meeting, is not only a distraction for others, it also means that employees are not actively engaged in the meeting. If you notice such behavior during meetings, politely request that attendees discontinue or limit their technology use during the meeting or show more interest in the topic being discussed. If possible, try asking for their point of view towards what is being discussed to keep their attention rapt.