Dealing with poor work culture from Employees.
Poor work ethic and culture is a major challenge that businesses silently grapple with, whether remotely or in the workplace. It even tends to turn some employers into very mean people.
Workers show up late at work, drag feet to get things done, hardly reply to emails, fail at deliverables repeatedly, some keep making excuses to travel for one occasion or the other at the expense of the organization, and so on.
As much as it is important to be flexible as an employer, it is more important that you don’t unknowingly indulge the fundamental problem of poor work culture.
You need to design guidelines and processes that will help workers improve their work ethic and discipline over time and those who are unwilling to improve should be eased out.
If you create penalties for late coming and other issues, follow through with implementing those penalties so that your people don’t take your systems and processes for granted.
At a restaurant brand we manage, one staff had the habit of always making something different from what the client ordered thereby wasting resources. We implemented the penalty of salary deduction for two months to replace the materials that were wasted. He does not repeat the mistake any more.
You may be scared of losing those who really know the job, but indulging a bad attitude to work will cost your business greater harm eventually.
Be fair but also be firm.
UNVOICED PERSPECTIVE: BREAK OR BUILD WITH WORDS
“Remember not only to say the right thing in the right place, but far more difficult still, to leave unsaid the wrong thing at the tempting moment.”- Benjamin Franklin
An unknown tool instrumental to the growth of a business, which most employers and employees fail to recognise, is spoken words. Many times, the words we speak might seem inconsequential to us to the point we fail to pay attention to what we say. We frequently underestimate the power of our words both to ourselves and to our colleagues at work.
In some corporate firms, a boss or senior staff uses the name-calling approach towards a junior staff to address an offense or a mistake. In addition, colleagues exchange hurtful words. “You must be blind not to have seen this mistake!” “Only idiots make lame moves like this,” “fool, leave my office”, there are endless examples that could be cited to show the unpleasant attitude displayed in the workplace. All these are termed ways of expressing oneself, in the process ignoring the other person’s feelings.
Some people brag about being vocal and therefore believe they have the right to lash out irrespective of who is involved. Never does it cross their minds to examine the weight of their words and the aftermath. In the end, there are a lot of many bruised emotions and disconnected people in the work environment.
When people are disconnected, there is a nosedive in productivity. It is important to note that words can either make or mar and even destroy professional relationships. No client would appreciate having abusive workers execute their job. This makes the work toxic and less efficient.
The opening quote made by one of the founding fathers of America, Benjamin Franklin, explicitly suggest how best to speak at every point in time regardless of how we feel. Benjamin Franklin obviously must have worked with all types of people with different characters. Yet in the midst of them, he learned a better way to handle human relationship. This is what we often refer as emotional intelligence.
Unlike Franklin, in our present time, many leaders of organisations have not quite understood how to relate excellently which has been a major flaw on their part. Knowing that the words you say to your team could either encourage or discourage them, more of them may become cautious with their choice of words.
Employees are not exempted. They too must learn to control their words and speak right. The organisation functions better when everyone has a knowledge of what is acceptable and what is not. Proper communication between people within the workspace should be included as part of the work ethics of any organisation. This way everyone shares the responsibility of building the company.
Written by Jennifer Chioma Amadi
Would you like to run a training on emotional intelligence for your organisation? We’ve got you covered! Send us an email at wecare@mapemond.com
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When we understand that words could either
- Published in Team
UNVOICED PERSPECTIVE: THE DANGER OF NEPOTISM
The effects of nepotism on the growth of a business can never be overemphasized. Actually, it has been a clog on the wheel of most businesses. It is painful and discouraging when a loyal employee, due for promotion, is relegated in favour of another who is not qualified for that particular position but is accepted because he or she is the Boss’s relative.
Unfortunately, most business owners are not aware of the far-reaching consequences nepotism has on their business growth. Indirectly, this scenario encourages what we call ‘eye-service’ in the workplace. Every employee wants to be in ‘Oga’s good books’ by behaving a certain way in his presence – to get his favour – and in his absence, act in a certain way which on the long run affects the business negatively. They do this not because they hate the organization but because of the insecurity they feel with regards to their being promoted based on their efforts in growing the business and not the bias that comes from their Boss’s nepotistic tendencies.
Nepotism affects employee’s psychology making them feel that since they don’t stand a chance of being promoted or their efforts being recognized, they shouldn’t bother working hard or putting in their best; having it at the back of their minds that their Boss’s relative will always be preferred over them. Over time, employees’ passion for the job declines and everyone tends towards ‘eye-servicing’ because they feel that no matter how good they are and what values they have added to the company, their efforts will go unrecognized.
When employees do not give their best to the organization, it negatively affects the quality of the service rendered and in time, customers complaints starts soaring and subsequently a withdrawal in patronage occurs and this causes the business revenue to decline because income is generated when money is exchanged for products or services offered by the business to their customers. When there are no customers or a few customers, you know what that implies.
In addition, most business owners should take the bull by the horn to put an end to this workplace mayhem since this problem largely stems from them. Employees love to work in an environment where their career advancement prospects is certain against an atmosphere that stifles their potentials. As much as we love our relatives, if they aren’t best fit for a position and you have a loyal staff who is due for that position, why not allow him or her occupy that position?
Although we have looked at nepotism as it concerns promotions, it also plays out in other areas at the workplace like when taking disciplinary action to staff for unruly behavior. Everyone should be subject to same rules and principles, and not selective administration of penalties.
Written by Rejoice Emmanuel
Do you desire a better organizational structure for your business? We are well equipped and experienced to meet your needs. Send us an email at wecare@mapemond.com.
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UNVOICED PERSPECTIVE: DEALING WITH POLITICAL CONVERSATIONS AT WORK
“I particularly think sunny days come with many hitches; the scorch, the sweat, the constant dehydration. Today is one of those days and the last thing I can stand is a heated office argument. That would only add to the ache pounding in my head, all thanks to the blazing sun.
This was why when a certain colleague of mine started the talk about the recent elections in that his usual loud manner, I quietly left for the other office. I still needed the little sanity I had left and just couldn’t afford to waste it on an argument with him. I knew him too well; his biased nature always gave him away on different topics. He was one who would never give in to his opponent’s opinion neither did he ever try to respect boundaries.
From the other office I could hear voices raised, each person defending their preferred candidate and their different political parties. An outsider would think it was a political rally instead of a corporate firm. Minutes later, out of the chaotic atmosphere I heard a slap and then punches followed before I knew it clothes were ripped. I couldn’t believe this was happening. The fact that adults would pick a fight because of a mere argument left me perplexed.
Later that day, the culprits were summoned by the HR manager and our boss. Trouble hovered in the sudden silence because we could tell what may come their way. The following day we learnt they had been given some punishment and everyone was banned from discussing about politics in the workplace….”
The story described above gives a mild description of what controversial topics like politics could result to. It is the season of elections and most people would be tempted to get involved in fierce political discussions anywhere they find themselves.
There is nothing wrong with having a political discussion but since the workplace is filled with people who have different ideologies concerning every life issue, it’s always advisable to avoid conversations that cause disputes. From research, topics like politics come with a lot of strife because people would always prefer one candidate to the other.
Many persons are passionate about a political party they believe is in line with their value system. It is a case of different strokes for different folks. The reality is not everyone will accept or promote your candidate and any attempt to force your belief down anybody’s throat could result into an ugly quarrel or fight.
Asides from steamed conversations, other things that can stir up strife are; wearing campaign attires to work, mocking other political candidates that could be your co-workers’ favourite etc. It is important that workers avoid anything that would trigger misunderstandings. This doesn’t imply that one shouldn’t have their opinion, on the contrary they should. However, if the idea is to spite others, then it is not worth it.
One important thing workers need to value in any workplace they find themselves is their relationship with fellow colleagues. Heated arguments like the scenario described above can ruin both one’s reputation and one’s relationship with co-workers. When this happens, team work becomes tedious and unproductive.
In a case where the political disposition of employees goes overboard, the employer has every right to ban any form of such discussions. In fact rules should be put in place to ensure there is mutual respect. Workers should always be conscious of the fact that the work environment is strictly designed for business, to achieve corporate goals and not for personal sentiments.
Written by Jennifer Chioma Amadi
Do you want to train your employees on work ethics and other work related topics that would increase their productivity? We’ve got you covered! Shoot us an email at wecare@mapemond.com.
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- Published in Team, Uncategorized