There are no groups of individuals who cause more trouble in a workplace than the bullies, the liars, the passive- aggressive people and the saboteurs. Those four types of people will run ethical, hardworking and talented people right out the door of an organization regardless of compensation, benefits, perks and work life balance. Because employees cannot experience a good workplace life and employers cannot have a good workplace culture with these people.Saboteurs in particular can cause you to lose employees, as well as customers, funding and opportunities.
As we travel out and about our universes, we have all had occasion to wonder, “Why on earth did anyone hire that person?” Alternatively, “Why are they keeping that person?” Usually that person’s manager is wondering exactly the same thing, or even, “That’s not the same person who came to the interview” or “That’s not the same person who temped for us for 6 months.” They ask themselves over and over, “How could I have known?” Nevertheless, this indeed is the same person and if the employer had known for what to look and the right questions to ask, they would have easily known to skip getting to know that person any further.
Once you know what to look for it is downright easy to skip hiring bullies,liars, the passive- aggressive people and the saboteurs.Skipping hiring them is important because they will damage your workplace culture, create complaints and can even cause lawsuits on both their own behalf and from other employees. When they find a workplace that allows them to operate unheeded, they almost never leave.They also create risks on the operational side of the business as well.You cannot change them and besides,they do not think there is any reason for them to change.Managing them is an almost full time job that requires copious and accurate documentation while watching your own back every day.Not something, most managers have the time or inclination to do.
Teri Morning, MBA, MS, specializes in solving company “people problems.” Teri is the founder and President of Hindsight Human Resources. Teri also sources HR software solutions for incident tracking, employee relations, safety (Incident Tracker), compensation (Compease) and performance management (Performance Pro).
Twenty+ years human resource and training experience in a variety of fields, including retail, distribution, architectural, engineering, consulting, manufacturing (union), public sector and both profit and non-profit companies. Teri has enjoyed consulting with employers on their problems and trained managers and employees for over 20 years, meeting and working with employees from all types of businesses. In addition to a MBA, Teri has a Master degree in Human Resource Development with a specialization in Conflict Management. Teri was certified by the State of Indiana in mediation skills. Teri is currently certified in Project Management and IT Management, qualified as a Myers-Briggs practitioner and holds the SHRM certification of a Senior Certified Professional.
HR (General) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®). Please make note of the activity ID number on your recertification application form. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org
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