Ask This One Question And Become a Better Leader

<div dir="ltr" style="text-align: left;" trbidi="on"> By <span class="Authors inc_editable" data-content-id="59736" data-content-type="article" data-editor-class="AuthorListEditor" data-editor-label="Author" data-fieldname="authors" style="background-color: rgba(255, 255, 255, 0); border: 0px; font-style: inherit; font-variant: inherit; margin: 0px; padding: 0px; position: relative; vertical-align: inherit;"><a href="http://www.inc.com/author/marshall-goldsmith" rel="author" style="border: 0px; font-style: inherit; font-variant: inherit; margin: 0px; padding: 0px; text-decoration: none; vertical-align: baseline;">MARSHALL GOLDSMITH</a></span><span class="TwitterHandles inc_editable" data-content-id="59736" data-content-type="article" data-editor-class="AuthorListEditor" data-editor-label="Author" data-fieldname="authors" style="background-color: rgba(255, 255, 255, 0); border: 0px; font-style: inherit; font-variant: inherit; margin: 0px; padding: 0px; position: relative; vertical-align: inherit;">  </span><br /> <div class="article-page-deck inc_editable_area" data-editable-area-class="EditableArea" id="deck" style="border: 0px; margin: 10px 0px 2px; min-width: 20px; padding: 0px; position: relative; vertical-align: baseline; width: 640px;"> <div class="article-page-deck inc_editable" data-content-id="59736" data-content-type="article" data-editor-class="InlineTextEditor" data-editor-label="Deck" data-editor-variant="singleline" data-fieldname="inc_deck" id="deck-editable" style="border: 0px; font-style: inherit; font-variant: inherit; margin: 0px; min-width: 20px; padding: 0px; position: relative; vertical-align: top; width: 640px;"> <span style="background-color: rgba(255, 255, 255, 0);"><b><span style="font-size: large;">By asking people how you could be better, you'll set up a new dynamic with your employees, family, and peers. The hard part is hearing their answers.</span></b></span></div> <div class="article-page-deck inc_editable" data-content-id="59736" data-content-type="article" data-editor-class="InlineTextEditor" data-editor-label="Deck" data-editor-variant="singleline" data-fieldname="inc_deck" id="deck-editable" style="border: 0px; margin: 0px; min-width: 20px; padding: 0px; position: relative; vertical-align: top; width: 640px;"> <div id="narrowArticleHeaderContainer" style="border: 0px; margin: 0px; padding: 0px; vertical-align: baseline;"> <figure class="panographic-image inc_editable_area ArticleMainFigure imageLoaded" data-editable-area-class="ArticleMainFigureArea" id="panographic-image-a" style="border: 0px; margin: 0px 0px 16px -28px; padding: 0px; position: relative; text-align: center; vertical-align: baseline;"><div class="picture inc_editable inc_editable_image" data-content-id="59736" data-content-type="article" data-editor-class="ImageEditor" data-editor-label="Main Image" data-fieldname="image" data-parent-id="wrappercontainer" id="articleheaderimage" style="border: 0px; margin: 0px; padding: 0px; position: relative; vertical-align: top;"> <div style="text-align: left;"> <span style="background-color: rgba(255, 255, 255, 0);"><br /></span></div> <div style="text-align: left;"> <span style="background-color: rgba(255, 255, 255, 0);"><span style="font-style: inherit; font-variant: inherit; vertical-align: baseline;"><img src="http://www.inc.com/uploaded_files/image/970x450/question-marks_38897.jpg" style="border: 0px; font-style: inherit; font-variant: inherit; margin: 0px; padding: 0px; vertical-align: baseline; width: 668px;" /></span><span style="font-style: inherit; font-variant: inherit;"> </span></span></div> <span class="medium large" data-src-x2="http://www.inc.com/uploaded_files/image/970x450/question-marks_38897.jpg" data-src="http://www.inc.com/uploaded_files/image/970x450/question-marks_38897.jpg" style="background-color: rgba(255, 255, 255, 0); border: 0px; font-style: inherit; font-variant: inherit; margin: 0px; padding: 0px; vertical-align: baseline;"></span></div> </figure></div> <div id="toppromo" style="border: 0px; font-style: inherit; font-variant: inherit; margin: 0px; padding: 0px; vertical-align: baseline;"> </div> <div class="bodycopy inc_editable_area" data-editable-area-class="EditableArea" id="bodycopy" style="border: 0px; font-style: inherit; font-variant: inherit; margin: 0px; min-width: 20px; padding: 0px; position: relative; vertical-align: baseline;"> <div class="article-page-body inc_editable" data-content-id="59736" data-content-type="article" data-editor-class="InlineTextEditor" data-editor-label="Body" data-fieldname="inc_clean_text" id="article-page-body" style="border: 0px; font-style: inherit; font-variant: inherit; margin: 0px; min-width: 20px; padding: 0px; position: relative; vertical-align: top;"> <div style="border: 0px; font-style: inherit; font-variant: inherit; margin-bottom: 0.9em; padding: 0px; vertical-align: baseline;"> <span style="background-color: rgba(255, 255, 255, 0);">"Soliciting feedback" is just what the words imply. It is when we solicit opinions from people about what we are doing wrong. As simple as it sounds, it is not always so simple. Most people have two problems dealing with negative feedback. This may not sound like many, but they are big problems. The first problem is we don't want to hear it and the second is we don't want to give it.</span></div> <div style="border: 0px; font-style: inherit; font-variant: inherit; margin-bottom: 0.9em; padding: 0px; vertical-align: baseline;"> <span style="background-color: rgba(255, 255, 255, 0);">The reason we don't want to hear it is because negative feedback is inconsistent with our self-image and so we reject it. Did you know that of all the classes I've taught, 95 percent of members believe they are in the top half of their group? While this is statistically impossible, it is psychologically real. Proving to successful people that they are "wrong" is just about as hard as making them change.</span></div> <div style="border: 0px; font-style: inherit; font-variant: inherit; margin-bottom: 0.9em; padding: 0px; vertical-align: baseline;"> <span style="background-color: rgba(255, 255, 255, 0);">The reason we don't want to give feedback is because our leaders and managers have power over us, our paychecks, advancement, and job security. The more successful a person is, the more power they have. Combine that power with the fairly predictable "kill the messenger" response to negative feedback, and you can see why people don't want to give feedback.</span></div> <div style="border: 0px; font-style: inherit; font-variant: inherit; margin-bottom: 0.9em; padding: 0px; vertical-align: baseline;"> <span style="background-color: rgba(255, 255, 255, 0);">There are some other difficulties with traditional face-to-face negative feedback. Most of them boil down to the fact that it focuses on failures of the past, not positive actions for the future. Feedback can reinforce our feelings of failure, and our reactions to this are rarely positive. More than anything, negative feedback shuts us down. We need honest, helpful feedback, which is hard to find.</span></div> <div class="inlinevideo" style="border: 0px; font-style: inherit; font-variant: inherit; margin: 0px; padding: 0px; vertical-align: baseline;"> <div class="inline-player-wrap" id="inctv-player-1" style="border: 0px; font-style: inherit; font-variant: inherit; height: 0px; margin: 0px; overflow: hidden; padding: 30px 0px 360px; position: relative; vertical-align: baseline;"> <div class="kWidgetIframeContainer" id="inline_kaltura_player_1" style="border: 0px; font-style: inherit; font-variant: inherit; height: 390px; left: 0px; margin: 0px; overflow: hidden; padding: 0px; position: absolute; top: 0px; vertical-align: baseline; width: 640px;"> <span style="background-color: rgba(255, 255, 255, 0);"><iframe class="mwEmbedKalturaIframe" id="inline_kaltura_player_1_ifp" name="inline_kaltura_player_1_ifp" scrolling="no" style="border-width: 0px; font-style: inherit; font-variant: inherit; height: 390px; margin: 0px; max-height: 100%; max-width: 100%; padding: 0px; vertical-align: baseline; width: 640px;"></iframe></span></div> </div> <h2 class="inlinevideoheadline" style="border: 0px; font-style: inherit; font-variant: inherit; font-weight: inherit; margin: 8px 0px 8px 125px; padding: 0px; vertical-align: baseline;"> <span style="font-size: small;"><span style="background-color: rgba(255, 255, 255, 0);">Marshall Goldsmith: Leadership is a Contact Sport</span></span></h2> <div class="inline-player-color-notch" style="border: 0px; font-style: inherit; font-variant: inherit; height: 3px; margin: 8px 0px 30px 125px; padding: 0px; vertical-align: baseline; width: 14px;"> </div> </div> <div style="border: 0px; font-style: inherit; font-variant: inherit; margin-bottom: 0.9em; padding: 0px; vertical-align: baseline;"> <span style="background-color: rgba(255, 255, 255, 0);">That's enough about what's wrong with feedback. Let's talk about the good stuff. Feedback is very useful for telling us "where we are." Without it, I couldn't work with my clients. I wouldn't know what the people around my client think about what he or she needs to change. Likewise, without feedback, we wouldn't know if were getting better or worse. We all need feedback to see where we are, where we need to go, and to measure our progress along the way. And I have a foolproof method for securing it.</span></div> <div style="border: 0px; font-style: inherit; font-variant: inherit; margin-bottom: 0.9em; padding: 0px; vertical-align: baseline;"> <span style="background-color: rgba(255, 255, 255, 0);">When I work with coaching clients, I always get confidential feedback from their coworkers at the beginning of the process. I enlist each person to help me out. I want them to assist, not sabotage, the change process. I do this by saying to them, "I'm going to be working with my client for the next year. I don't get paid if she doesn't get better. Better is not defined by me; it is not defined by her. It is defined by you and the other coworkers involved in the process." I then present them with four requests. I ask them to commit to:</span></div> <ol style="border: 0px; font-style: inherit; font-variant: inherit; list-style: disc; margin: 8px; padding: 0px 0px 0px 20px; vertical-align: baseline;"> <li style="border: 0px; font-style: inherit; font-variant: inherit; list-style: decimal outside none; margin: 0px 0px 10px; padding: 0px; vertical-align: baseline;"><span style="background-color: rgba(255, 255, 255, 0);">Let go of the past.</span></li> <li style="border: 0px; font-style: inherit; font-variant: inherit; list-style: decimal outside none; margin: 0px 0px 10px; padding: 0px; vertical-align: baseline;"><span style="background-color: rgba(255, 255, 255, 0);">Tell the truth.</span></li> <li style="border: 0px; font-style: inherit; font-variant: inherit; list-style: decimal outside none; margin: 0px 0px 10px; padding: 0px; vertical-align: baseline;"><span style="background-color: rgba(255, 255, 255, 0);">Be supportive and helpful--not cynical or negative.</span></li> <li style="border: 0px; font-style: inherit; font-variant: inherit; list-style: decimal outside none; margin: 0px 0px 10px; padding: 0px; vertical-align: baseline;"><span style="background-color: rgba(255, 255, 255, 0);">Pick something to improve themselves, so everyone is focused on more "improving" than "judging."</span></li> </ol> <div style="border: 0px; font-style: inherit; font-variant: inherit; margin-bottom: 0.9em; padding: 0px; vertical-align: baseline;"> <span style="background-color: rgba(255, 255, 255, 0);">As you contemplate changing your behavior yourself, without my personal assistance, you will need to do this same thing with your colleagues. Pick about a dozen people with whom you've had professional contact--work friends, peers, colleagues--and ask them to agree to these four commitments. When they do, which they nearly always will, you are ready to begin soliciting feedback from them about yourself.</span></div> <div style="border: 0px; font-style: inherit; font-variant: inherit; margin-bottom: 0.9em; padding: 0px; vertical-align: baseline;"> <span style="background-color: rgba(255, 255, 255, 0);">In my experience, there are a hundred wrong ways to ask for feedback and one right way. Most of us know the wrong ways. We ask people, "What do you think of me?" "How do you feel about me?" "What do you hate about me?" or "What do you like about me?" Think about your colleagues. How many of them are your friends? How many of them really want to express to you their "true" feelings about you, to you?</span></div> <div style="border: 0px; font-style: inherit; font-variant: inherit; margin-bottom: 0.9em; padding: 0px; vertical-align: baseline;"> <span style="background-color: rgba(255, 255, 255, 0);">A better question (and in my opinion the only question that works) is, "How can I do better?" Variations based on circumstances are okay, such as "What can I do to be a better partner at home?" or "What can I do to be a better leader of the group?" You get the idea. Pure issue-free feedback that makes change possible has to a) solicit advice rather than criticism, b) be directed towards the future, and c) be couched in a way that suggests you are, in fact, going to try to do better.</span></div> <div style="border: 0px; font-style: inherit; font-variant: inherit; margin-bottom: 0.9em; padding: 0px; vertical-align: baseline;"> <span style="background-color: rgba(255, 255, 255, 0);">Finally, when you get the answer, when someone gives you the gift of what you can do to be better, don't respond with your opinion of their advice. It will just sound like denial, rationalization, and objection. Treat every piece of advice as a gift, a compliment, and simply say, "Thank you." No one expects you to act on every piece of advice. Just act on advice that makes sense to you. The people around you will be thrilled</span><span style="-webkit-text-size-adjust: 100% !important; font-family: Vollkorn, 'Times New Roman'; font-size: 16px; letter-spacing: -0.01em; line-height: 1.5em;">!</span></div> </div> </div> </div> </div> <div class="PageShareContainer" id="PageShareContainerUpper" style="-webkit-text-size-adjust: 100% !important; border: 0px; font-family: KlavikaRegular, Helvetica, Arial, san-serif; font-size: 16px; line-height: 16px; margin: 0px; padding: 15px 0px; vertical-align: baseline;"> <div class="ShareBox PageShareBox" id="ShareBox-576" style="border: 0px; font-family: KlavikaRegular, Arial, sans-serif; font-size: 12px; font-style: inherit; font-variant: inherit; line-height: 12px; margin: 0px; padding: 0px; position: relative; vertical-align: baseline;"> </div> </div> <div id="sponsorlogo" style="-webkit-composition-fill-color: rgba(175, 192, 227, 0.235294); -webkit-tap-highlight-color: rgba(26, 26, 26, 0.301961); -webkit-text-size-adjust: 100% !important; -webkit-text-stroke-width: 0px; border: 0px; color: black; float: right !important; font-family: KlavikaRegular, Helvetica, Arial, san-serif; font-size: 16px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 16px; margin: 5px 0px 0px; orphans: auto; padding: 0px; text-align: right; text-indent: 0px; text-transform: none; vertical-align: baseline; white-space: normal; widows: auto; word-spacing: 0px; z-index: 99;"> </div> </div>

Ask This One Question And Become a Better Leader

By  MARSHALL GOLDSMITH    By asking people how you could be better, you'll set up a new dynamic with your employees, family, and pee...

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3 Types Of Employees You Should Fire Immediately

<div dir="ltr" style="text-align: left;" trbidi="on"> <div class="KonaFilter image-container float_right" style="max-width: 372px !important;"> <div class="image"> By Jayson Demers,  Inc</div> <div class="image"> <br /></div> <div class="image"> <div class="KonaFilter image-container float_right" style="max-width: 372px !important;"> <div class="image"> <span style="background-color: rgba(255, 255, 255, 0);"><img alt="drama,queen" border="0" src="http://static5.businessinsider.com/image/53271c9469bedda20a274298-480-/4190760759_7efcca9eb9_b.jpg" style="border: 0px; height: auto; max-width: 100%; vertical-align: middle;" width="480" /></span><div class="source" style="font-style: italic; text-align: left;"> <a href="http://www.flickr.com/photos/heresialoira/4190760759/" sl-processed="1" style="background-color: rgba(255, 255, 255, 0); text-decoration: none;"><span style="color: black;">Juliana Dacoregio</span></a></div> <div class="caption" style="margin-bottom: 10px;"> <span style="background-color: rgba(255, 255, 255, 0);"><b>1. Never hire the "Drama Queen" job applicant.</b></span></div> </div> <div style="margin-bottom: 10px;"> </div> </div> <span style="background-color: rgba(255, 255, 255, 0);">As a business owner, your time is limited; you hired a team of capable professionals because there's no way you can do it all.</span><div style="margin-bottom: 10px;"> </div> <div style="margin-bottom: 10px;"> <span style="background-color: rgba(255, 255, 255, 0);">Even if your organization runs like a well-oiled machine, there's usually at least one team member who causes you more stress than the others. You may not even realize it, but these "time-suckers" hurt your business by drawing your attention away from the tasks you need to do each day.</span></div> <div style="margin-bottom: 10px;"> <span style="background-color: rgba(255, 255, 255, 0);">While many types of productivity-zappers exist in an office environment, none are as disruptive as those who directly affect strategic decision-makers. These three types of people should be removed from your staff as soon as possible.</span></div> <h2 style="font-weight: normal; margin: 10px 0px; text-rendering: optimizelegibility;"> <span style="font-size: small;"><span style="background-color: rgba(255, 255, 255, 0);">1. The Drama Queen</span></span></h2> <div style="margin-bottom: 10px;"> <span style="background-color: rgba(255, 255, 255, 0);">If your office doesn't have a <a href="http://www.careerbuilder.com/Article/CB-2172-Workplace-Issues-5-Ways-to-deal-with-the-workplace-drama-queen/" rel="nofollow" sl-processed="1" style="text-decoration: none;">drama queen</a>, consider yourself lucky. Found in almost every group of people, these individuals live life as though it's a reality show. They enjoy stirring things up, then sitting back to watch the fireworks. You'll likely find yourself frequently breaking up arguments between employees, only to find the resident drama queen at the heart of it. Whether it's exposing what someone said about someone else or accusing someone of neglecting his work, these individuals will constantly require your attention as referee.</span></div> <div style="margin-bottom: 10px;"> <span style="background-color: rgba(255, 255, 255, 0);">Unfortunately, drama queens do more than simply waste worker productivity. Their behind-the-scenes conversations are often negative in tone, and the attitude can be contagious. This is especially true if the drama queen directs attention to the company's leadership, causing a general distaste for management that leads to greater problems within the organization.</span></div> <div style="margin-bottom: 10px;"> <span style="background-color: rgba(255, 255, 255, 0);">Managing drama queens can be a delicate situation, because much of what they do is social. Some businesses have implemented no-gossip policies, but these policies <a href="http://www.shrm.org/legalissues/federalresources/pages/no-gossip-policies.aspx" rel="nofollow" sl-processed="1" style="text-decoration: none;">are usually impossible</a> to legally enforce. They can also lead employees to feel that their personal conversations are being monitored and judged. Instead, employers should document the behaviors that have led to incidents in the office and address them directly with the individual.</span></div> <h2 style="font-weight: normal; margin: 10px 0px; text-rendering: optimizelegibility;"> <span style="font-size: small;"><span style="background-color: rgba(255, 255, 255, 0);">2. The Victim</span></span></h2> <div style="margin-bottom: 10px;"> <span style="background-color: rgba(255, 255, 255, 0);">One of the toughest challenges of managing people is knowing how to handle the ones who like to play the victim. These people avoid accountability for their own actions, preferring to blame others for bad situations. They'll always have an excuse, and their constant complaints aren't missed by their coworkers, who can even begin to develop their own victim mentality as a result of seeing others do it.</span></div> <div style="margin-bottom: 10px;"> <span style="background-color: rgba(255, 255, 255, 0);">Even stickier is the employee who seems to always have some ailment. While every employer wants his staff to be as healthy as possible, there are occasionally people who take advantage of the employer's generosity by claiming an array of medical conditions that, over time, turn out to be unfounded. Too often, the employer is left not knowing for certain if the person is truly ill or is simply trying to take advantage of the system.</span></div> <div style="margin-bottom: 10px;"> <span style="background-color: rgba(255, 255, 255, 0);">The overriding issue in the workplace is how the person's actions are affecting the business as a whole. One person's chronic absences and refusal to participate will eventually be noticed by other employees, who are likely to feel resentful about having to cover. To avoid issues, have a set policy in place regarding absenteeism, making it clear that after a certain number of days within a cycle, a doctor's notice will be required. When an assignment affects a vast majority of the staff, make it clear that everyone is required to participate.</span></div> <div style="margin-bottom: 10px;"> <span style="background-color: rgba(255, 255, 255, 0);">Keep careful documentation of each incident and, if issues persist, have a talk with the employee about his or her issues. Make it clear that if the person continues to miss work or decline to participate in work assignments, action will be taken that may include termination. It's important to <a href="http://www.eeoc.gov/facts/ada18.html" rel="nofollow" sl-processed="1" style="text-decoration: none;">review</a> the Americans with Disabilities Act (ADA), because you'll be required to provide accommodations if the condition falls into an area that would be classified as a "major impairment."</span></div> <h2 style="font-weight: normal; margin: 10px 0px; text-rendering: optimizelegibility;"> <span style="font-size: small;"><span style="background-color: rgba(255, 255, 255, 0);">3. The Nonconformist</span></span></h2> <div style="margin-bottom: 10px;"> <span style="background-color: rgba(255, 255, 255, 0);">These rebels without a cause are determined to break the rules, from the simplest to the most complex. If you have a dress code that prohibits T-shirts with slogans, this person will wear one every Friday. If you have a set procedure for how tasks should be completed, they'll go off script every time. While some businesses are less restrictive than others, every business usually finds it must enact some rules to avoid problems and remain productive. These employees seem to see "rules" as "control" and want to battle you each step of the way.</span></div> <div style="margin-bottom: 10px;"> <span style="background-color: rgba(255, 255, 255, 0);">Instead of engaging in a power struggle with these renegades, determine if there are ways you can <a href="http://www.mindtools.com/pages/article/managing-rebels.htm" rel="nofollow" sl-processed="1" style="text-decoration: none;">work <em>with</em> rebels</a> rather than against them. Often a rebel is nothing more than an independent thinker who wants to make a difference in the world, rather than just following along with what others tell them. If you can put these qualities to work for your organization, you may find you have an employee who can help your organization grow.</span></div> <div style="margin-bottom: 10px;"> <span style="background-color: rgba(255, 255, 255, 0);">Sometimes, however, the rebel mentality comes from someone who takes it a step further and tries to take over. This person tends to come across as a know-it-all, refusing to listen to instruction and instead choosing to do things his or her own way. Worst of all, this type of person may have appoint him- or herself as a leader within the organization, ordering other employees around. If given enough time, this type of toxic behavior could drive some of your best employees away.</span></div> <div style="margin-bottom: 10px;"> <span style="background-color: rgba(255, 255, 255, 0);">Whether an employee's independent attitude is a benefit to your organization or not, it can definitely take a toll on employee morale. As others see that someone is violating company policies, they may begin to wonder why they have to follow the rules when everyone else doesn't. For that reason, you'll have to enforce your company policies in a uniform manner, whether it's corporate dress code, office hours and attendance, meeting project deadlines, or some other clearly outlined rule.</span></div> <h2 style="font-weight: normal; margin: 10px 0px; text-rendering: optimizelegibility;"> <span style="font-size: small;"><span style="background-color: rgba(255, 255, 255, 0);">Conclusion</span></span></h2> <div style="margin-bottom: 10px;"> <span style="background-color: rgba(255, 255, 255, 0);">Employee management is one of the toughest challenges for business owners. 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Copyright 2014. Follow Inc. on <a href="http://twitter.com/Inc" sl-processed="1" style="text-decoration: none;">Twitter</a>.</span></div> <div class="clearfix clear-both" id="see-also-links" style="clear: both; font-weight: bold;"> <div style="margin-bottom: 10px;"> <span style="background-color: rgba(255, 255, 255, 0);">SEE ALSO:  <a href="http://www.businessinsider.com/fast-ways-to-get-ahead-in-your-career-2014-7" sl-processed="1" style="position: relative; text-decoration: none;">The 17 Fastest Ways To Get Ahead In Your Career</a></span></div> </div> <span style="background-color: rgba(255, 255, 255, 0);"><br /><br />Read more: <a href="http://www.inc.com/jayson-demers/3-types-of-employees-you-should-fire-immediately.html#ixzz38yxfBeey" style="text-decoration: none;">http://www.inc.com/jayson-demers/3-types-of-employees-you-should-fire-immediately.html#ixzz38yxfBeey</a></span></div> <div class="image"> <br /></div> <div class="image"> <h2 style="margin: 10px 0px; text-rendering: optimizelegibility;"> <span style="font-size: small;"><span style="background-color: rgba(255, 255, 255, 0);">2. The Victim</span></span></h2> <div style="margin-bottom: 10px;"> <span style="background-color: rgba(255, 255, 255, 0);">One of the toughest challenges of managing people is knowing how to handle the ones who like to play the victim. These people avoid accountability for their own actions, preferring to blame others for bad situations. They'll always have an excuse, and their constant complaints aren't missed by their coworkers, who can even begin to develop their own victim mentality as a result of seeing others do it.</span></div> <div style="margin-bottom: 10px;"> <span style="background-color: rgba(255, 255, 255, 0);">Even stickier is the employee who seems to always have some ailment. While every employer wants his staff to be as healthy as possible, there are occasionally people who take advantage of the employer's generosity by claiming an array of medical conditions that, over time, turn out to be unfounded. Too often, the employer is left not knowing for certain if the person is truly ill or is simply trying to take advantage of the system.</span></div> <div style="margin-bottom: 10px;"> <span style="background-color: rgba(255, 255, 255, 0);">The overriding issue in the workplace is how the person's actions are affecting the business as a whole. One person's chronic absences and refusal to participate will eventually be noticed by other employees, who are likely to feel resentful about having to cover. To avoid issues, have a set policy in place regarding absenteeism, making it clear that after a certain number of days within a cycle, a doctor's notice will be required. When an assignment affects a vast majority of the staff, make it clear that everyone is required to participate.</span></div> <div style="margin-bottom: 10px;"> <span style="background-color: rgba(255, 255, 255, 0);">Keep careful documentation of each incident and, if issues persist, have a talk with the employee about his or her issues. Make it clear that if the person continues to miss work or decline to participate in work assignments, action will be taken that may include termination. It's important to <a href="http://www.eeoc.gov/facts/ada18.html" rel="nofollow" sl-processed="1" style="text-decoration: none;">review</a> the Americans with Disabilities Act (ADA), because you'll be required to provide accommodations if the condition falls into an area that would be classified as a "major impairment."</span></div> <h2 style="font-weight: normal; margin: 10px 0px; text-rendering: optimizelegibility;"> </h2> <span style="background-color: rgba(255, 255, 255, 0);"><br /><br />Read more: <a href="http://www.inc.com/jayson-demers/3-types-of-employees-you-should-fire-immediately.html#ixzz38yxRl0KF" style="text-decoration: none;">http://www.inc.com/jayson-demers/3-types-of-employees-you-should-fire-immediately.html#ixzz38yxRl0KF</a></span></div> <div class="image"> <br /></div> <div class="image"> <b>3. The NoneConformist </b></div> <div class="image"> <div style="margin-bottom: 10px;"> <span style="background-color: rgba(255, 255, 255, 0);">These rebels without a cause are determined to break the rules, from the simplest to the most complex. If you have a dress code that prohibits T-shirts with slogans, this person will wear one every Friday. If you have a set procedure for how tasks should be completed, they'll go off script every time. While some businesses are less restrictive than others, every business usually finds it must enact some rules to avoid problems and remain productive. These employees seem to see "rules" as "control" and want to battle you each step of the way.</span></div> <div style="margin-bottom: 10px;"> <span style="background-color: rgba(255, 255, 255, 0);">Instead of engaging in a power struggle with these renegades, determine if there are ways you can <a href="http://www.mindtools.com/pages/article/managing-rebels.htm" rel="nofollow" style="text-decoration: none;">work <em>with</em> rebels</a> rather than against them. Often a rebel is nothing more than an independent thinker who wants to make a difference in the world, rather than just following along with what others tell them. If you can put these qualities to work for your organization, you may find you have an employee who can help your organization grow.</span></div> <div style="margin-bottom: 10px;"> <span style="background-color: rgba(255, 255, 255, 0);">Sometimes, however, the rebel mentality comes from someone who takes it a step further and tries to take over. This person tends to come across as a know-it-all, refusing to listen to instruction and instead choosing to do things his or her own way. Worst of all, this type of person may have appoint him- or herself as a leader within the organization, ordering other employees around. If given enough time, this type of toxic behavior could drive some of your best employees away.</span></div> <div style="margin-bottom: 10px;"> <span style="background-color: rgba(255, 255, 255, 0);">Whether an employee's independent attitude is a benefit to your organization or not, it can definitely take a toll on employee morale. As others see that someone is violating company policies, they may begin to wonder why they have to follow the rules when everyone else doesn't. For that reason, you'll have to enforce your company policies in a uniform manner, whether it's corporate dress code, office hours and attendance, meeting project deadlines, or some other clearly outlined rule.</span></div> <h2 style="font-weight: normal; margin: 10px 0px; text-rendering: optimizelegibility;"> <span style="font-size: small;"><span style="background-color: rgba(255, 255, 255, 0);">Conclusion</span></span></h2> <div style="margin-bottom: 10px;"> <span style="background-color: rgba(255, 255, 255, 0);">Employee management is one of the toughest challenges for business owners. By identifying employees who drain productivity and slow your business growth, you'll be able to remove them and bring in professionals who will help you meet your long-term goals.</span></div> <div style="margin-bottom: 10px;"> </div> <span style="background-color: rgba(255, 255, 255, 0);"><br /><br />Read more: <a href="http://www.inc.com/jayson-demers/3-types-of-employees-you-should-fire-immediately.html#ixzz38yxAjqgi" style="text-decoration: none;">http://www.inc.com/jayson-demers/3-types-of-employees-you-should-fire-immediately.html#ixzz38yxAjqgi</a></span></div> </div> </div>

3 Types Of Employees You Should Fire Immediately

By Jayson Demers,  Inc Juliana Dacoregio 1. Never hire the "Drama Queen" job applicant. As a business owner, your...

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