How do we define a Demoralize worker? They are the employer’s pain in the ass. Always late at work, habitual absences. Always on the edge of the deadlines, doesn’t have any vision for growth. Performing just enough to stay employed, sometimes reaches goal, but shows a general lack of enthusiasm. Always on the edge of succeeding and failing is the true mark of a Demoralize Worker. Most of the time, this type of employees usually criticizes company policies. Their unhappiness would be felt in all corners of the workplace. Influencing co-workers not to perform and uses destructive criticism in almost everything that the company does to increase productivity.
The Impact of a Demoralize Worker
A Demoralize Worker affects the workplace and the employees negatively in a regular basis. As if this is somewhat like a cancer in a certain workplace system where people around this type of worker tends to manifest a lighter symptoms of demoralization. Hence, will affect productivity and morale of the employees. If the management tolerates this kind of behavior, this could echo among those who perform in the system. Smart workers would feel down because they worked hard and contributed well while the deadbeat employee does not and still, they are getting the equal compensation. According to an HR expert (Susan M. Heathfield). They will lose respect for the management and possibly their faith in the company, because of the failure to deal with a problem that everyone in the workplace sees. This further poisons your workplace morale and productivity.
How to deal with Them.
The first thing that the management needs to do, is to find the cause of the behavior. What is the root of demoralization? Knowing the cause would help you out in solving and helping the demoralize worker not to be a deadbeat employee. Show that the company is sincere and committed to listening to its employees and willing to provide a win-win solution for both parties. Make them feel that they are important, and their contribution would mean so much to the company. It would not be an easy task for the company as well as the employee to work hand in hand for a change. You would just have to set a short-term goal for both and be sincere enough to assist the employee along the way. And lastly make them feel that the company does have faith in their ability to succeed and achieve goals.
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