Six Employees We All Know


There are several productivity problems caused by employees. Let’s visit the six types of employees that hurt productivity, create negative morale, and think pessimistically within an organization. Remember, the responsibility of a leader is to monitor all types of personalities no matter how tough the case may appear.

  1. The negative employee. This is the employee who sees everything through a pessimistic view. No matter how good the situation may be, this employee always finds a negative aspect to focus on. Negative employees are only happy when they create misery. Negative employees can also be a counterbalance. You can rely on a negative employee to tell you the worst-case scenario; therefore, you do not have to spend as much time researching the downside because they will gladly let you know what it is.

  2. The hostile employee. This employee comes from many sources. The most often is from a lack of recognition for their performances. They can become bitter and resentful. Leaders should spend time with hostile employees and try to nurture a relationship because they can be turned around and become very productive.

  3. The lazy employee. These employees are the most difficult to motivate and the most challenging to mentor. Lazy employees often miss deadlines due to their low work ethic. You may be dealing with years of inability to achieve. You have to scrape through layers of inactivity to find their true skill packages. However, lazy employees should not be discarded. Give a lazy employee a project or responsibility in a small dose and watch them transform. Now these employees find merit in their work and can achieve goals. Lazy employees are never going to be highly motivated, but in certain roles, they could be productive for a particular job.

  4. The stubborn employee. These employees are fun to work with but they do test your leadership skills. The test is trying to motivate them and include them in a team environment. Stubborn employees lack purpose. As exasperating as a stubborn employee can be, they help us grow as professionals and ultimately managers. The stubborn employee often works best in a team environment or a cooperative system where the team relies on their work to be completed. Peer pressure can often have a positive impact on the stubborn employee as well as the lazy ones.

  5. The pushy employee. This employee, normally harnessed and controlled, can develop into a creative renegade. They may be an overachiever lacking the style and grace to work or manage in an environment that is conducive to getting along with others. The pushy employee can be intimidating. A manager who is not known for their toughness should not be assigned a pushy employee.

  6. The cautious employee. The cautious employee, if quality work is produced, may be sheltered by the other team members. This is an employee who needs to be mentored to understand the urgency of projects. Often the cautious employee will have patience and, therefore, become a good trainer or be able to work on projects that have longer time frames.

    It is counterproductive to discuss the weaknesses of employees with those who cannot assist the employee. Problems can occur when employees feel you are talking about them behind their back. Remember, that in many problem-solving discussions, we spend too much time discussing how the problem happened. We need to spend more time solving the problem.

    Let’s talk about how…. 




Author: Creating Six Degrees

Anthony C. Gruppo, CEO Northeast Region, is responsible for leading all employees, divisions, and operations for Marsh & McLennan Agency – Northeast. Here he is focused on leadership, strategic position, and organizational development. Prior to coming to the Northeast, Anthony led companies in the Southwest, Southeast, and West Coast. Anthony is the author of three books centered on personal and organizational development.

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