Over 80% of employees surveyed in several recent studies indicated their job satisfaction is most affected by the mood, attitude and cooperation of their coworkers. Almost 100% of who reported they disliked their work reported their primary aversion is to one specific coworker who is unpleasant.
In any operation, most of the staff will look for ways to work together and achieve together. Unfortunately, there is often one, sometimes a few, employee(s) who prefer to stir things up, gossip, create controversy, and generally be an obstacle to peace and productivity. And even more unfortunate, many bosses feel sorry for these Negative Nancys, and keep them on because "no one else would ever hire them." What gives?
"I can't fire her. She knows too much, and no one can replace her." Or, and this one really drives me crazy, "If he knows he's being fired, who will train his replacement?" Seriously? Whose poor management plan was that who gave this person such an enormous amount of power that they can now hold the whole company hostage? Who does their job when your problem employee goes on vacation?
This is an overwhelming problem to a workforce. When an organization has a personnel problem, there are two consistent places the root of it can be found: either the management staff does not model a team attitude and a terrific work ethic, or someone with a bad attitude or work ethic is being tolerated. In either case, the problem infects everyone else. It is very difficult to hold yourself to a high standard of performance if your boss or your coworkers put no value on doing the same. It could be chronic lateness, foul language, sexist or racist behavior, ugly gossip, drinking on the job, or even theft or falsifying records. Like any problem, these things start small, but as they are tolerated they grow rapidly.
Do your staff a favor. Remove the obstacle staffer, and clean up the example set for your employees. You have warned, discussed, reprimanded, and threatened your problem employee for the last time. They are not irreplaceable, and keeping them may cost you the best parts of the rest of your staff!
The absolute worst choice in this situation is to do nothing. Things will only get worse - they always do, every single time. The first runner-up bad choice is to fire the bad apple without a plan, and end up bringing them back on staff. Make a plan, accept that there are going to be some inconveniences and skinned knees, and show that troublemaker the road. Your organization will begin improving immediately!
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