Some Danger Signs Are Subtle

CHICAGO–Are there signs your credit union’s workplace has become toxic? Sometimes it’s obvious, but other times it’s much more subtle. Here are signs your workplace has indeed become unhealthy, according to Jeff Haden, who offered this list on Inc.com. 

Corner Toxic Graphic

1. People love to use peer pressure to hold others back.

The new employee works hard. She works long hours. She's hitting targets and exceeding expectations. She rocks. And, observed Haden, she eventually hears, from a more "experienced" employee, "You're working too hard and making the rest of us look bad."

“Where comparisons are concerned, a great employee doesn't compare herself with others--she compares herself with herself,” wrote Haden. “She wants to win that comparison by improving and doing better today than she did yesterday. Poor employees don't want to do more; they want others to do less. They don't want to win. They just want others to make sure they don't lose.”

Added Haden, “Saying, ‘You're working too hard’ is like saying, ‘No one should work hard, because I don't want to work hard.’ And pretty soon very few people do--and the ones who keep trying get shunned for a quality you need every employee to possess.”

2. People love to hold the meeting after the meeting.

Haden shared this scenario: You have a meeting. Issues are raised. Concerns are shared. Decisions are made. Everyone in attendance fully support those decisions. Things are going to happen. Then someone holds the "meeting after the meeting." 

“Now she talks about issues she didn't share earlier with the group. Now he disagrees with the decisions made. And sometimes they even say to their teams, ‘Look, I think this is a terrible idea, but we've been told to do it, so I guess we need to give it a shot.’ And now, what was going to happen never will. Waiting until after a meeting to say, ‘I'm not going to support that,’ is like saying, ‘I'll agree to anything, but that doesn't mean I'll actually do it. I'll even work against it.’

3. People love to let "Joe be Joe."

Maybe a top salesperson treats people badly. Or a great engineer is always rude during meetings. Or a manager who constantly says things no one should be allowed to say in the workplace, wrote Haden.

“Great organizations deal with those behaviors. Toxic organizations allow them; after all, that's just ‘Joe being Joe,’ right? Actually, that's a company saying, ‘Even though we should address this issue... we're not going to.’ Maybe Joe is just being Joe. But Joe still needs to meet basic expectations, especially where his treatment of other people is concerned.”

4. People love to act as if they've already paid their dues.

The scenario: An employee did great things last year, last month, or even yesterday. You're appreciative. You're grateful.

“Still, today is a new day. Dues aren't paid. Dues get paid,” said Haden. “The only real measure of any employee's value is the tangible contribution he or she makes on a daily basis. Saying, ‘I've paid my dues,’ is like saying, ‘I no longer need to work as hard.’ And suddenly, before you know it, other employees start to feel they've earned the right to coast, too.”

5. People love to say, "That's not my job."

The smaller the company, the more important it is that employees think on their feet, adapt quickly to shifting priorities, and do whatever it takes, regardless of role or position, to get things done, observed Haden.

“Even if that means a manager has to help load a truck or a machinist needs to clean up a solvent spill; or the accounting staff needs to hit the shop floor to help complete a rush order; or a CEO needs to man a customer service line during a product crisis,” said Haden. “Any task an employee is asked to do -- as long as it isn't unethical, immoral, or illegal, and it's ‘below’ his or her current position -- is a task an employee should be willing to do. Great employees notice problems and jump in without being asked. Saying, ‘It's not my job,’ says, ‘I care only about me.’”

6. People love to think experience alone has value. 

Experience is definitely important, but experience that doesn't translate into better skills, better performance, and greater achievement is worthless. Experience that just "is" is a waste, said Haden.

Haden offered this example: A colleague once said to younger supervisors, "My role is to be a resource." “Great -- but then he sat in his office all day waiting for us to come by so he could dispense his pearls of wisdom. Of course, none of us did stop by; we were all busy thinking, ‘I respect your experience... but I wish your role was to do your job.’”

Summed up Haden, “How many years you've put in pales in comparison with how many things you accomplish -- today.”

7. People love to gossip.

Haden related this story: “Before a meeting started, a group of us were talking about supervisors in another department. After a couple minutes our new boss looked up and said, ‘Stop. From now on we will never say anything bad about anyone unless they are actually in the room. Period.’”

Until then, said Haden, “I never thought of gossip as a part of a company's culture. Gossip just ‘was.’ We all did it. And it sucked -- especially because being the focus of gossip sucked. If an employee has talked to more than one person about something Joe is doing, wouldn't everyone be better off if he stepped up and actually talked to Joe about it? And if it's ‘not his place’ to talk to Joe, it's definitely not his place to talk about Joe. Not only do employees who create a culture of gossip waste time better spent on productive conversations, but they cause other people to respect their co-workers a little less -- and anything that diminishes the dignity or respect of any employee should never be tolerated.”

8. People love to grab the glory.

OK, maybe he did do nearly all the work. Maybe he did overcome almost every obstacle. Maybe, without him, that high-performance team would have been anything but, wrote Haden. “But probably not. Nothing important is ever accomplished alone, even if some people love to act like it. A good employee and good team player shares the glory. He credits others. He praises. He appreciates. He lets others shine. That's especially true for an employee in a leadership position--he celebrates the accomplishments of others secure in the knowledge that their success reflects well on him, too.”

9. The love to throw others under the bus.

A vendor complains. A customer feels shortchanged. A co-worker gets mad. No matter what has happened, it's someone else's fault, wrote Haden.

“Sometimes, whatever the issue and regardless of who is actually at fault, some people step in and take the hit. They willingly accept the criticism or abuse, because they know they can handle it (and they know that maybe the person actually at fault cannot),” said Haden. “Few acts are more selfless than taking the undeserved hit. And few acts better cement a relationship. Few acts are more selfish than saying, ‘It wasn't me,’ especially when, at least in part, it was. At the best companies, everyone is in it together.

Section: Standard
Word Count: 1483
Copyright Holder: CUToday.info
Copyright Year: 2019
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URL: http://www.cutoday.info/THE-corner/Some-Danger-Signs-Are-Subtle