Toxic employees drag everyone down with them. Bad attitudes and inappropriate conduct make other employees feel uncomfortable. Managers find themselves constantly distracted dealing with disasters these troubling hires cause. Firing them may put an end to current miseries, but the effects of toxic employees can linger long after they are shown the door. The best way to deal with toxic employees is not to hire them in the first place. Here are three ways to avoid making a regrettable hiring decision.
Look at Employment History
Horrible employees likely have a long and dubious track record of poor performance. Look closely at an applicant's prior employment history for any red flags. Was the person locked into low-level work for years without any promotions? Did he/she jump from job to job frequently? According to Palmer Group, this can show that an employee could have a behavior issue. Probe these areas of concern, and see what the full story is. Taking the employee's word for everything might not be enough, though. Contact references and past employers to confirm any explanations. Remember, the past may be a good indicator of the employee's future.
Put Them Through an Attitude Test
Not every human resource department relies on an attitude test when screening would-be employees, but their inclusion could be helpful. According to The Hire Talent, attitude tests look for signs of toxic traits like blame, dishonesty, unsupportiveness, criticism, and negativity. Once these traits reveal themselves, a personnel manager can make a more informed decision. Hire someone to train HR in effectively administering an attitude test if no current managers possess the skill. In an office environment, teamwork can be crucial for success. If an attitude test reveals someone is argumentative or hostile, then he/she may not be the right match for the team. Look over the results of the test carefully when weighing different hiring choices. Anyone with toxic traits is not likely a good fit.
Screen Social Media Feeds
According to Law Depot, approximately 70 percent of employers screen a candidate’s social media when making hiring decisions. People reveal a lot about themselves on social media. Sadly, many show shockingly negative personality traits. Inappropriate or adversarial behavior on social media may spread to the workplace. Don't ignore how someone acts online; he or she probably acts that way everywhere. An employee becomes the face of a company to others. When that person acts outrageously on social media, he or she may drag the company into an embarrassing position. A business might even need to hire a PR firm to dig it out of an employee's social-media-created hole.
Toxic employees create havoc wherever they go. Make sure you are confident you aren't hiring one the next time a position opens. By following these tips, you can be less likely to hire an employee that will cause you problems.
Enjoy this article? Check out this other article on ways to increase your employees’ attention to detail!
Attention to detail, or lack thereof, is a crucial component in making or breaking a business. Consequently, the level of detail-orientation of your employees plays an important role in the success and longevity of your company. There are measures that can be taken to enhance and improve employee attention to detail throughout your organization.
If you want to increase the level of attention to detail in your organization, one of the best places to start is at the foundation. When hiring new employees, make sure to ask them about their ability to notice the little things, and test them on this if possible — a lot of people list “attentive to detail” or “detail-oriented” on their resumes and in their interviews without actually having this skill. Candidates with the Analyzer/Logical personality type are naturally exacting, make excellent troubleshooters, and are more likely to double- or triple-check their work before handing it in.
However, keep in mind that these personalities may perform poorly in high-pressure environments.
Training employees about the importance of attention to detail is the first step to achieving the desired milestones and goals set for your business. Moreover, the aspects of your business in which more thorough attention is needed should be specifically outlined to the appropriate employees with training tailored to their unique business needs and contributions. Setting the right expectations upfront encourages workers to pay attention to the small details each and every time.
A training program can be set up accordingly by utilizing a work plan or task checklist with emphasis on areas such as employee and client relations, fiscal benchmarks, and data and operational accuracy for example. Training should be customized in a way that makes the most sense for your company’s business goals.
Track Employee Progress
Tracking employee progress and providing actionable feedback is pivotal to the growth of your workforce. In addition, it helps to build trust and motivate your employees to continually improve and strive for strong results in regards to attention to detail. Furthermore, facilitating feedback can lead to improved communication and effective completion of work tasks. When employees are tuned in to how their position ties in and relates to company goals, the potential for costly mistakes and errors are greatly reduced.
By following the three steps outlined above, your organization and employees will be on an empowered path to contribute quality work as a direct result of increased attention to detail. A few small changes can prove to be both beneficial in building up your company and hardworking personnel alike.
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Equality in the workplace benefits everyone, and employers should take the time to learn more ways that they can create a more just workplace.
Creating a just workplace should be a top priority of all business owners. Fair workplaces are one of the cornerstones of strong businesses, and civil rights movements have affected workplaces in many ways, providing better opportunities and better workplaces for everyone. Several civil rights movements have made substantial changes possible, and here's a brief rundown of three of the biggest ones.
Mental Health Awareness and Support
The Americans With Disabilities Act requires that employers provide equality for people with disabilities in the workplace. This includes people with psychiatric conditions. Under this law, employers can't deny hiring, demote, or deny training opportunities to someone based on their psychiatric condition.
Employers have also come up with programs to ensure employees with mental health conditions have access to the care that they need, including doctor's visits through insurance providers and accommodations for people with psychiatric conditions.
Equality in the workplace covers many groups. Under Title VI of the Civil Rights Act of 1964, employers aren't allowed to discriminate based on race, color, national origin, sex, and religion. With this law, employers must give equal opportunity for employment, and they can't discriminate against someone based on these criteria for pay and advancement. This civil rights attorney explains that many states have several additional civil rights statutes which can be utilized in cases involving discrimination, harassment or violence and which allow for penalties, attorneys’ fees, compensation, and change.
The Age Discrimination in Employment Act of 1967 requires employers to not discriminate against people based on age. This means that people cannot be discriminated during hiring, promotion, discharge, compensation, or terms. Creating a workforce of diverse ages also provides more stability for companies.
This career and job specialist explains that people of different ages have varying perspectives that they can use to inform each other. For instance, a 65-year-old woman might understand the utility of a particular product, but a 25-year-old worker might understand a younger consumer better. Businesses that have a wider range of ages also don't need to worry as much that all of their employees will retire within a few years of each other or all younger employees will be vying for a limited number of promotions.
Equality in the workplace benefits everyone, and employers should take the time to learn more ways that they can create a more just workplace. Businesses that merely work to be in compliance with the law rather than truly promoting an equitable work environment are losing out on opportunities to create a stronger business.
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Women are starting businesses at a record pace — motivated to pursue passions, financial independence and the flexibility that eludes most traditional jobs.
(BPT) - Women are starting businesses at a record pace — motivated to pursue passions, financial independence and the flexibility that eludes most traditional jobs.
In the U.S. alone, women entrepreneurs generate $1.1 million in revenue on average across retail, professional and personal service businesses that have operated for 11 years. This stat comes from Visa’s new ‘State of Female Entrepreneurship’ report, which informed their recently announced program, She’s Next, Empowered by Visa, a global initiative to support and champion women in their efforts to grow their small businesses.
That’s powerful stuff, highlighting the important role women entrepreneurs play in the prosperity and economic development of local communities. The typical entrepreneur is 42 years old and earns nearly $110,000 in household income a year, making a profound difference in building and supporting families in the community.
Clearly, female founders are coming into their own. In fact, the Visa study found that 79 percent of American women entrepreneurs feel more empowered now than they did five years ago.
Still, key challenges exist: 73 percent say funding does not come easily, and nearly 2/3 use their own funds to get started. Assembling a good team, finding the right tools and dealing with competitors are among the biggest challenges keeping women entrepreneurs up at night.
For any entrepreneur, it can feel like there’s never enough time or resources to grow a business. To help other entrepreneurs and based on insights from the ’State of Female Entrepreneurship’ report, Visa polled four areas women entrepreneurs focus on to turbocharge success:
Find mentors: More than two-thirds said they wanted advice from fellow entrepreneurs. Relatable role models and mentors are invaluable when you’re making the leap to starting or building your own business.
Find your feet: Strategy development is critical for women starting up their own company. Assembling a good team was a challenge encountered by 37 percent of women founders. Other challenges include: finding the tools to grow and manage their business (36 percent), competition (36 percent) and growing as quickly as they need to (33 percent). Have a plan and pursue your vision.
Gather capital to invest in your business: Cash flow is the lifeblood of any business. Respondents cited profits and revenue growth as the top two priorities for improvement. Thirty-two percent of women would direct additional funding toward newer technology.
Put in overtime: When building a business, time is precious. Given the investment and high stakes that come with the territory, it comes as little surprise that a majority of women entrepreneurs (56 percent) are putting in more work hours than before they started their business.
If you’ve joined the ranks of female entrepreneurs, find support and resources by signing up for the Female Founder Collective, and visit She’s Next, Empowered by Visa where you can download and print a toolkit with tips and advice to help build and sustain your company.
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