Avoid Problem Employees From The Beginning

There is a corporate social responsibility involved in running a business. Part of that involves corporate culture and establishing it in an advantageous way. There are certain personalities that can be toxic to your business and identifying and avoiding them beforehand is wise. It’s the same principle as pursuing regular daily exercise rather than waiting until your health is threatened before taking action.

Strategic preventative measures can definitely help you avoid unnecessary operational difficulties. Control what you can, because you’ll always have instances where that which is beyond your control forces your hand.

In terms of company culture, the kind of employees you hire will be one of the most important factors determining whether or not you’re able to establish something that resonates and positively affects your business, as well as the others it associates with. With that in mind, there are several hiring cases you can control for:

  •         The Time-Waster
  •         The Pot-Stirring Agent
  •         The Liar
  •         The Mouse

The Time-Waster

Some employees are time-wasting prodigies. They can figure out ways to waste your money that are so creative, you don’t even realize they are possible until you discovered how you have been undermined. Avoiding these individuals requires a twofold approach.

One, vet them in the interview. They should be on time for the interview—a little early, in fact. Next, have more than one interview in your hiring process, if that’s feasible. This will help you see if applicants can be consistently on time. Finally, you will have to be conscious of timekeeping protocols within your business. You want to be accurate. Keep an accurate track of daily egresses, including breaks and overtime.

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You can use this free Excel time card calculator with lunch and overtime allowances, according to the link: “You enter your company name, employee name, [then] times for each day, and the calculator automatically figures out the time card totals.” That can save you work and difficulty, helping streamline the efficiency of your staff and your corporate culture.

The Pot-Stirring Agent

You’re going to have employees who love to stir the pot. You can ask probing questions in the interview to identify this individual, but your best way to snare them will be speaking confidentially in “gossiping” tones. Be overly familiar if you catch the “pot-stirrer” vibe—give them enough rope to hang themselves, as it were.

A pot-stirring employee can set your whole staff against you over something totally unnecessary, especially if you’ve got a remote operation which already requires costly training, this can be very expensive. Be strategic about outing such individuals in ways that they don’t even realize. It’s better to reject such an employee beforehand than have to deal with them after you’ve already invested in their employment.

The Liar

You can usually out this individual with a close perusal of their resume, but this isn’t always the case. You might want to use multiple interviewers and separate interviews. Keep this in mind: someone who regularly deceives as a means of daily egress is likely to portray themselves in a way that is “too good to be true.”

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So, if you encounter such an employee, test their claims one way or another. See if they really are as good for their company as they claim to be. Call everybody on their contact list. Ask probing questions. You don’t want someone deceptive and self-involved on your team; they’ll do what they want for themselves, and that can hurt your company.

The Mouse

The mouse is an individual who goes with the flow and will diffidently accede to internal power politics. This individual is unlikely to have vision, but is likely to side against you if someone pressures them even slightly. Avoid this individual by being stridently professional and sharp-eyed during the interview. Intimidate applicants, and see whether they hold out against your pressure or if they fold.

Better Corporate Culture

A business which properly vets its staff is more likely to achieve a corporate culture that successfully represents them and has a positive impact on the community. You can nip many corporate culture issues in the bud at the hiring level.


Ashley

Ashley Lipman is a super-connector who helps businesses find their audience online through outreach, partnerships, and networking. She frequently writes about the latest advancements in digital marketing and focuses her efforts on developing customized blogger outreach plans depending on the industry and competition.