An old adage states “People are hired for their talents and fired for their behavior“.
To be sure that a noxious worker does not make your workplace culture sick, preventive measures are a must to take. Toxic employees like a cloud of noxious gas, can poison your work environment thereby affecting your staff. So, what is the best way to avoid hiring one like this?
Putting a little extra care and effort in the hiring process can prove to be a great time saver and help in reducing the hassles caused by the wrong employee down the line. But what an employer should do if a potentially hazardous resource has developed in the organization or was flourishing from a long time?
What If The Employee Is Already There?
Sometimes, even after putting all the measures in avoiding the bad hire, companies end up with one or more employees of negative temperament. Now what?
Most experts agree that the first step should be a swift confrontation with the problem or the problematic employee, before trouble arises. Have a discussion with the employee to understand the problem and try to tackle it as soon as possible for minimum damage done to the organization.
By exhibiting some behavior patterns, people often fail at work and become hostile towards the organization.
Following are some characteristics of TOB (Toxic Organizational Behavior):
- Aggressiveness: Diverting resources from productive work environment into fight or any other defensive operations.
- Lack of Credibility: Credibility lacks and mistrust arises when people don’t do as per their commitment.
- Egotism: Developing a culture of give-and take compromises to satisfy one’s own self-centered nature.
- Disorganization: With the lack of personal organization, organizational requirement like focus, discipline and structure are hard to meet.
- Passivity: An employees’ behavior that is completely opposite to taking initiatives for maximum performance.
- Resistant to change: Rigidity and change resistance can guarantee failure in this ever-changing world which requires continuous adaptation.
Employee behavior is not generally included in the individual’s performance measurement, thus organizations often end up with toxic employees. Moreover, a hostile employee might indulge in indirect costs for an organization and can become a potential financial burden. Thus, the toxicity should better be avoided in the first place or diluted to minimize the damages.
Culling Out The Toxic Employee In Hiring Stage
Avoiding a bad hire seems to be easy to say rather than practically done. Checking references might help in this context and should be performed, even if it is time consuming. It helps in predicting the candidate’s behavior in different situations given. Along with this, to sense how an employee will function at work, behavior based questions can be asked.
These simple but effective interview tips might help you to uncover major problems early in the process.
- Ask potentially toxic questions like asking for five things that the candidate liked least about the current or last company he or she worked with.
- Have a team rather than an individual to sniff out the toxic employee while interview.
- Enquire how good the candidate is at handling difficult situations.
- Make sure that the references given by the candidate are actually reached.
- Look for “we” rather than “I”. Identify whether the candidate includes his / her team in the accomplishments achieved or all the words that come out are self-centered.
- Watch for any previous complaints and decide accordingly; remember history repeats itself.
Asking negative questions might force the candidate to give more authentic replies.
Determining whom to hire and whom to avoid isn’t that easy as it might look. So, implying these tips might help in reducing the threat of having a toxic Employee On-Board and minimize your chances of hiring negative workforce before things go out of hand.