7 unmanageable employee types you should fire now.

Letting Go – Employee Types You Should Fire Now

In Building Your Team by Jason Cortel

Effective and talented employees are every manager’s dream. What happens when those employees are unmanageable? Do you allow them to get away with anything because they are effective? What is the perception among the rest of your staff when they see a double standard? By keeping those effective and talented employees around are you breeding more unmanageable employees?

I’ve witnessed and had to manage both the unmanageable employee and the employee with the perception that “so and so can do anything so why can’t I” of “so and so is untouchable”. There have been times that I created the unmanageable employee and times where I inherited them. Often we feel that this type of talent isn’t readily available so we keep them around and justify their behavior. We also, at times, use them as an example that other employees should model. However, keeping these employees around leads to a perception of favoritism that should not be allowed. Yes there is a good favoritism but that is for another article.

There is no doubt that it takes all walks of life to run a company and it would be a dull, dull world if everyone were the same. But, as the saying goes, a few bad apples spoil the bunch. With today’s workloads being what they are and employees maxed out you can’t keep these employees around and the longer you wait the more damage they do.

The Rabble Rouser. Companies today are full of dysfunction and issues. The landscape has changed, responsibilities are overwhelming and yet somehow we still manage to make it work and remain productive. This is the employee that walks around getting everyone stirred up over nothing. They are trying to build a team of complainers. There comes a point when their worth is outweighed by the problems they cause. Think about the time you spend smoothing over their drama and compare that to their productivity. Then ask what else you could do with your time or how many other employees can you help reach greatness if you didn’t spend your time cleaning up the rabble rouser’s mess. At that point it is time to terminate that employee.

Promise the world then deliver Missoula Montana. This is the employee that makes grandiose promises of what could be or what new thing they create. When it comes time for the deliverable it either is not there or is nowhere near the vision that was presented.  Sometimes they think they can do anything and other times it is attention they crave by being the big talker which seems to get everyone’s ear. I’ve also found this type of employee spends more time creating and presenting new schemes that they end up not doing the job they are supposed to be doing. Is anything wrong with creating something new? No but you have to do your primary job first. When the primary responsibilities suffer of the promises are not realized it is time to terminate that employee.

Care less about customers. This is the employee who doesn’t understand customers are the reason we are in business. They are representing your company and brand. It is no secret that establishing your organization in a market is not an easy thing to do but it is so easy to lose that respect. It is also much easier to lose a customer than to gain one. Another popular saying of mine is a happy customer tells no one but an angry customer will tell 10 people who tell 10 more and so on. If your employee isn’t treating your customers well it is time to terminate them.

Lack of ability or lack of will. Hopefully you have confidence in your training program as well as your manager’s ability to coach and develop your employees. If that is the case, yet you have employees who aren’t getting it, examine the why. If you have given them the best training and tools to do the job or they show signs of lack of will to implement the training you have given them it is time to terminate that employee.

The poser not the doer. These are the employees that look like your ideal performer. Yet at the end of the day they are nowhere to be found. They coast by on that one good deal they sold or that one successful project they executed. For some reason people remember that one thing they did 5 years ago not the many things that have past that they didn’t  I find this to be especially odd since typically it is the other way around in that we remember last week more than last year. If their last big thing was last year it’s time to terminate that employee.

Entitlement issues. This is the employee that feels they deserve more than they actually do. Maybe they feel they aren’t paid appropriately so they take extra breaks or don’t give 100 percent to their job. These are also the employees who are just waiting for something to happen so they can whine and complain about it. This is also the employee who feels they are irreplaceable. Whatever the reason, this behavior is toxic to any work environment and the amount of time you will spend on damage control is hardly worth it. It is time to terminate that employee.

Disregard for appropriate office decorum. Every organization has rules of conduct whether written or unspoken and is often found in a set of core values that all employees are to operate under. You must live them and expect nothing less from your employees. The enforcement of these values needs to be fair and consistent. If an employee violates these rules often enough it is time to terminate that employee.

We are all facing times of high-stress in our job. The goals and quotas are high, the staffing levels are low and many times we are wearing many hats. Why allow these employees to add to that stress when you have the absolute control to fix it. End the pain and suffering you and your team are going through and just terminate the employees that have consistently demonstrated any of these traits.

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Jason Cortel

Jason Cortel

Call Center Manager
An accomplished sales and marketing operations executive in demand generation, client services and technical support industries. Jason has proven leadership, strategic planning, and problem solving skills. He is recognized for having the ability to develop client-focused organizational cultures resulting in significantly higher customer satisfaction and retention.
Jason CortelLetting Go – Employee Types You Should Fire Now