Problem Employees - 10 Causes

By Sylvia Hepler

People can become problem employees for a variety of reasons. Sometimes they,
themselves, are responsible; other times the workplace environment is to blame.
Of course a combination of the two is entirely possible. Let's take a look at ten
contributing factors:

1. The employee has too much to do.

When employees are overburdened with tasks, projects, and other

responsibilities for long periods of time, they may become resentful, fatigued, and
stressed. All of this can lead to increased errors, deteriorating relationships, and
job dissatisfaction. While these people previously may have functioned as A or B
players, they now have slipped in status due to chronic overwork.

2. The employee is not well matched for the job.

When staff aren't appropriately matched to a particular position, they don't

perform to their maximum potential. Further, the work doesn't get done the way
it needs to be done. Mismatch can mean lack of skills, lack of interest, lack of
insight, lack of maturity. Thorough hiring processes can reduce the chances of this
happening.

3. The employee dislikes the boss.

It is possible to dislike the boss but still get the job done right. Lots of folks don't
especially like their boss. When the feelings become extreme, however, the
situation usually gets out of hand. Staff may sabotage productivity, communicate
poorly, and, in general, make life miserable for those around them. The bottom
line? This won't work indefinitely.

4. The employee constantly brings problems from home into the workplace.
Most human beings are dealing with at least one problem in their personal lives
at any given time. Such problems include: marital challenges, parenting issues,
illness, financial struggles, and extended family difficulties. People who use these
problems regularly as handy excuses for unacceptable behavior, breaches in
policy, and low productivity become "problem employees." Employers who offer
employee assistance program benefits need to refer these folks as soon as red
flags go up.

5. The employee receives poor supervision.

Employees who are not getting proper supervision from their boss eventually may
turn into problem staffers. Their frustration over not having a credible leader, a
dependable resource, a candid provider of feedback, and/or a confidential
sounding board can cause them to resort to inappropriate displays of anger,
deliberate choices to accomplish less than expected, and/or conscious decisions
to undermine the boss whenever possible.

6. The employee is unclear about the big picture.

Most employees want to know how their individual job duties fit into the larger
company vision. Understanding this important piece actually motivates people to
do their best. It gives meaning to everything they do. When people are unclear
about this, they may become complacent, disinterested, even hostile. Their lack
of motivation, whether or not discussed with peers, seeps like a poison
throughout the department.

7. The employee has a personality disorder.

While it's not the job of supervisors or peers to diagnose employees' mental
health conditions, it's valuable to be aware of the fact that personality disorders
are fairly common and they impact the workplace. Some of the following types of
personality disorders can be found in just about any group of people: obsessive-
compulsive, paranoid, narcissistic, histrionic, dependent, antisocial, borderline,
avoidant, schizoid, schizotypal. Employers cannot heal these disorders in staffers,
but they have an obligation to expect affected persons to manage the
symptoms/manifestations and to seek professional help if things get out of
control.

8. The employee's expectations don't align with the company's or boss's

expectations.
When major misalignment is evident, employees become problems. Employees
have to feel some alignment in order to perform well, interact with others
effectively, and remain motivated. Serious misalignment usually leads to
employee departure, either voluntary or involuntary. If you question this, think
about spouses who don't agree about the significant goals for the marriage and
direction for their future together. The marriage is likely to end at some point.
The same is true in the workplace.

9. The employee is basically immature.

The degree to which employees are mature typically determines the amount of
success they experience at work. It's really that simple. Immature employees
think it's okay to break rules, gossip in ways that injure others, ask for special
treatment, question authority at every turn, and behave inappropriately on a
daily basis. Immature employees risk not being promoted or recommended for
additional responsibilities. They also risk staying employed with their current
company. Immaturity is a serious issue that causes much pain for both employee
and employer.

10. The employee finds that the job reality doesn't fulfill his/her fantasy.

A real problem develops when an employee discovers that the current job isn't
the dream job he/she imagined it would be. While this realization is a big
disappointment, it can lead to something more threatening than an awareness of
feelings associated with loss. It can de-motivate someone to the point where
he/she fails to produce, fails to be a team player, fails to follow regulations, fails
to grow on the job. This situation can get turned around by a wise, experienced
supervisor, but it often doesn't because many bosses can't or won't make the
investment needed. Frequently, the disillusioned employee chooses to leave the
employment.

About the Auhtor: Sylvia Hepler, President of Launching Lives, is an executive

coach based in South Central Pennsylvania. Serving persons in both corporate and
nonprofit management positions, Sylvia focuses on building lives and careers.