10 different types of employees to watch

Published 12:00 am Thursday, May 24, 2001

Many people think that just because I’m a tall, dark and handsome fellow (see photo with this column for proof), life has been easy for me.

Thursday, May 24, 2001

Many people think that just because I’m a tall, dark and handsome fellow (see photo with this column for proof), life has been easy for me.

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They think I slept my way to the top, because I’m so irresistible (see photo with this column for proof).

A few people understand that it took a lot of hard work and sacrifice as well as pure luck that could have happened to anyone; even a doofus (see photo with this column for proof).

The surprising thing to me is that I haven’t been fired lately.

That happened to me earlier in my career and I think I know the reason: there were no Skillpath Seminars to attend.

The Mission, Kan., firm is sponsoring a seminar entitled "Dealing Effectively With Unacceptable Employee Behavior."

Bob Bapes, the "Dealing Effectively With Unacceptable Employee Behavior" senior trainer, says, "When a worker’s behavior or performance isn’t acceptable, it’s important that you step in and get things back on track right away."

"The cost of unsatisfactory job performance is staggering and often comes in ways that are hard to measure," says Bob. "Performance and behavior problems take their toll in terms of lost productivity, inferior products and services, wasted management time and low worker morale."

According to Bob, there are 10 different employee types to watch out for in the work place.

The antagonist is rude and unpleasant. Blameless Bob always has an excuse for everything. The whiner complains no matter what he or she is asked to do.

The thumb-twiddler lacks motivation and initiative. The insubordinate subordinate challenges you in front of other workers and managers. The tortoise shows up late or not at all.

Amy Attitude has a negative attitude that brings everybody down, while the hand-holder needs constant supervision.

The early retiree has been around awhile and is beginning to practice on-the-job retirement.

Worrywart has personal problems that infringe on the workday, while the clock-watcher refuses to work weekends or even a minute beyond "quitting time," even during deadline crunches.

"If you supervise one or more of these employees," says Bob, "you need to take action now."

I don’t know about you, but Bob has described some of the bosses I’ve had in my life. (Note: Present employer is excepted from this tirade for the obvious reasons. I’ve got to keep my job.)

Bob promises to tell seminar participants about the 15 warning signals that a problem is brewing.

Personally, if it takes 15 different signs to tell a boss he has a problem with an employee, I would say the problem is with the boss for failing to recognize a situation.

He also can teach the 10 characteristics of constructive criticism and how to use them effectively.

When it comes to termination, Bob has a six-point checklist for determining when termination is the best course of action.

The 10 characteristics of constructive criticism probably were written after a boss fired a worker and I’ll bet Bob has a checklist for determining when termination is best that contains fewer than six points just to speed things up a bit.

Despite one’s longevity on the job and their success at what they do in life, I still think common sense goes a long way in the work place and that employees have as much of it as anyone.

Sometimes all it takes to get the productivity, cooperation and results you need is something simple.

For instance, what if elected officials, like the Mower County Board of Commissioners, Austin City Council and Austin Board of Education, would be required to advertise when they are working.

I’d like to see one of those "men at work" signs when the county board meets or "men and women at work" when the council and school board meet.

Otherwise, it’s hard to tell.

Lee Bonorden’s column appears Thursdays. Call him at 434-2232 or e-mail him at lee.bonorden@austindailyherald.com.