“Problem”, “difficult”, “with a specific character”, “uncontrollable”… Based on such characteristics, it is easy to guess that the manager or colleagues are not sure that the employee fits into the team. What if that employee is you? And what about those who are annoyed by their own subordinate?
Since childhood, we are used to hearing that difficulties build character. That is, character is good, but as a rule, they do not like spineless people. Everything seems to be so, but then it suddenly turns out that you are “with character”, and this is not exactly a compliment. True, it is often impossible to achieve any specifics.
vague sensations
Typically, managers and colleagues use these words to describe employees who do not share their “idea of beauty” – how to work, communicate with clients, and so on, or who are simply different from them.
“I expected more initiative from you” is another phrase that can confuse an employee, especially if the task was completed and on time. Moreover, the boss is far from always capable of explaining what this “initiativity” should have been expressed in.
With phrases that a person does not fit, does not fit into the team, colleagues and management often mask their subjective and inexplicable unwillingness to work with him. Or, worse, their prejudices – for example, in relation to women, representatives of other nationalities or age employees. No specifics, no facts, no adequate feedback – solid feelings. Wording like this is a great way to get rid of an employee, even if he does a good job.
Unfortunately, anyone can become such a person – simply because they ask “uncomfortable” questions. Or offers something new, especially if the spirit of conservatism reigns in the company. Tries to defend his point of view. “Too rude in correspondence” and “doesn’t know how to communicate with clients”, while in reality he simply doesn’t clear his throat, but immediately goes to the heart of the matter, saving his own and other people’s time.
The problem with these labels is that they are not just words. How employees are perceived in the team directly affects who gets promoted and who gets fired on occasion. Of course, this may not happen: if an employee shows excellent results, he continues to be “keep” in the company.
You have been labeled. What to do?
What should a person who finds himself in the position of an “outcast” do? There are several options for the development of events.
- The first is to start adjusting, trying to “fit” into the team, accepting the unspoken rules of the game. Arrange “exchange of pleasantries” in correspondence with clients, finding out how they are doing and wishing them a good weekend. Go to corporate parties if you have avoided them for some reason before. Begin to share the management’s point of view on certain issues and situations.
- The second is not to change anything in behavior, especially if you are sure that you are behaving appropriately and doing well at tasks. But we must understand that it is hardly possible to climb the career ladder in this company.
- The third is to leave. It’s just not your place, company, team. True, if you have to quit again and again, it’s time to think about it.
On the other side of the barricades
What to do with those who experience personal dislike for a particular employee? And what if this employee does a lot for the company?
First of all, honestly admit to yourself: you have negative feelings for this person. Secondly, try to figure out what exactly causes such resistance, why this person annoys you so much.
Perhaps he or she reminds you of a person from the past – someone not too pleasant, with whom there was a conflict. Then, obviously, it’s not about him, but about the previous unpleasant experience. If so, then you can try to reduce communication with this subordinate or colleague, reducing it strictly to solving work issues.
But, perhaps, there are quite adequate reasons for hostility: for example, an employee constantly misses deadlines or starts gossip or tries to “tease” others. In this case, perhaps we are really talking about a toxic colleague who poisons the atmosphere in the team, and then it is better to part with such a person. This, as they say, is a completely different story.