t get the proper rest.

Teaming Up in an Attempt at Getting a Co-Worker Fired

This makes our list for the simple reason that executives and managers should be entrusted to ensure that the right people are “on the bus.” No amount of employee revolt against one employee will benefit anyone therefore it is best to keep the lines of communication open between all parties. If a riff is sensed among the constituency, hash it out to the best of the team’s abilities as a team. If a mutiny is inevitable, attempt to satisfy everyone’s concerns by attempting to restructure the team in such a way that promotes functionality above

It’s that time of year, when employee evaluations are due, where we evaluate the behaviors in employees that annoy us the most and try to figure out what to do about them. Below are ten behaviors that experts all over the world have identified as irritating, problematic, or counterproductive along with a proposed solution to the problem. The ten are in no particular order, but each one has its own set of circumstances which impact a company’s productivity or morale in some way.

Promotion and/or Pay Raise Seekers Who Haven't Earned Their Stripes

“If you want something different or better than the position you're currently in, then do the work, serve the role, earn the job and make it evident to everyone around you that you deserve it (without blowing your own horn every five minutes). The easiest promotions come when it's blatantly obvious that someone is already doing the job and capable of carrying it. The worst situations come when someone gets promoted to a job for which they aren't qualified. Everyone suffers in that scenario,” says Dick Hoffman, Owner of Hoffman Management Consultancy based in the Netherlands. “When someone pursues a title, promotion or raise so relentlessly that they make everyone around them miserable, then it's usually time to recommend that they exit the current situation and pursue another job.”

Falling Asleep on the Job

Sometimes employees simply don’t get the proper rest, but it’s unacceptable to nod off during the work day or meetings. Companies aren’t paying their employees to take a siesta on their dime. This is not only a hindrance to the company itself, but it genuinely upsets other employees. A Research Associate in the San Francisco area recounts a recent sleeping on the job incident where the outcome will always have two behavior altering options: “If sleeping on the job became a frequent problem with the employee, I would cite safety issues (which are applicable, as we work in an engineering/laboratory environment) and give the employee the option of a) getting immediate help (and I would have to see documented proof that he/she was actually getting some help) or b) face termination.”

Pardon the pun, but it’s hard to sleep on this one—quick and decisive action is required to save face and improve productivity. A general consensus seems to suggest that the best solution for your company is an immediate termination if you catch someone frequently sleeping on the job or during meetings. It’s not the company’s responsibility to cater to employees which don’t get the proper rest.

Teaming Up in an Attempt at Getting a Co-Worker Fired

This makes our list for the simple reason that executives and managers should be entrusted to ensure that the right people are “on the bus.” No amount of employee revolt against one employee will benefit anyone therefore it is best to keep the lines of communication open between all parties. If a riff is sensed among the constituency, hash it out to the best of the team’s abilities as a team. If a mutiny is inevitable, attempt to satisfy everyone’s concerns by attempting to restructure the team in such a way that promotes functionality above

tly in, then do the work, serve the role, earn the job and make it evident to everyone around you that you deserve it (without blowing your own horn every five minutes). The easiest promotions come when it's blatantly obvious that someone is already doing the job and capable of carrying it. The worst situations come when someone gets promoted to a job for which they aren't qualified. Everyone suffers in that scenario,” says Dick Hoffman, Owner of Hoffman Management Consultancy based in the Netherlands. “When someone pursues a title, promotion or raise so relentlessly that they make everyone around them miserable, then it's usually time to recommend that they exit the current situation and pursue another job.”

Falling Asleep on the Job

Sometimes employees simply don’t get the proper rest, but it’s unacceptable to nod off during the work day or meetings. Companies aren’t paying their employees to take a siesta on their dime. This is not only a hindrance to the company itself, but it genuinely upsets other employees. A Research Associate in the San Francisco area recounts a recent sleeping on the job incident where the outcome will always have two behavior altering options: “If sleeping on the job became a frequent problem with the employee, I would cite safety issues (which are applicable, as we work in an engineering/laboratory environment) and give the employee the option of a) getting immediate help (and I would have to see documented proof that he/she was actually getting some help) or b) face termination.”

Pardon the pun, but it’s hard to sleep on this one—quick and decisive action is required to save face and improve productivity. A general consensus seems to suggest that the best solution for your company is an immediate termination if you catch someone frequently sleeping on the job or during meetings. It’s not the company’s responsibility to cater to employees which don’t get the proper rest.

Teaming Up in an Attempt at Getting a Co-Worker Fired

This makes our list for the simple reason that executives and managers should be entrusted to ensure that the right people are “on the bus.” No amount of employee revolt against one employee will benefit anyone therefore it is best to keep the lines of communication open between all parties. If a riff is sensed among the constituency, hash it out to the best of the team’s abilities as a team. If a mutiny is inevitable, attempt to satisfy everyone’s concerns by attempting to restructure the team in such a way that promotes functionality above

recommend that they exit the current situation and pursue another job.”

Falling Asleep on the Job

Sometimes employees simply don’t get the proper rest, but it’s unacceptable to nod off during the work day or meetings. Companies aren’t paying their employees to take a siesta on their dime. This is not only a hindrance to the company itself, but it genuinely upsets other employees. A Research Associate in the San Francisco area recounts a recent sleeping on the job incident where the outcome will always have two behavior altering options: “If sleeping on the job became a frequent problem with the employee, I would cite safety issues (which are applicable, as we work in an engineering/laboratory environment) and give the employee the option of a) getting immediate help (and I would have to see documented proof that he/she was actually getting some help) or b) face termination.”

Pardon the pun, but it’s hard to sleep on this one—quick and decisive action is required to save face and improve productivity. A general consensus seems to suggest that the best solution for your company is an immediate termination if you catch someone frequently sleeping on the job or during meetings. It’s not the company’s responsibility to cater to employees which don’t get the proper rest.

Teaming Up in an Attempt at Getting a Co-Worker Fired

This makes our list for the simple reason that executives and managers should be entrusted to ensure that the right people are “on the bus.” No amount of employee revolt against one employee will benefit anyone therefore it is best to keep the lines of communication open between all parties. If a riff is sensed among the constituency, hash it out to the best of the team’s abilities as a team. If a mutiny is inevitable, attempt to satisfy everyone’s concerns by attempting to restructure the team in such a way that promotes functionality above

safety issues (which are applicable, as we work in an engineering/laboratory environment) and give the employee the option of a) getting immediate help (and I would have to see documented proof that he/she was actually getting some help) or b) face termination.”

Pardon the pun, but it’s hard to sleep on this one—quick and decisive action is required to save face and improve productivity. A general consensus seems to suggest that the best solution for your company is an immediate termination if you catch someone frequently sleeping on the job or during meetings. It’s not the company’s responsibility to cater to employees which don’t get the proper rest.

Teaming Up in an Attempt at Getting a Co-Worker Fired

This makes our list for the simple reason that executives and managers should be entrusted to ensure that the right people are “on the bus.” No amount of employee revolt against one employee will benefit anyone therefore it is best to keep the lines of communication open between all parties. If a riff is sensed among the constituency, hash it out to the best of the team’s abilities as a team. If a mutiny is inevitable, attempt to satisfy everyone’s concerns by attempting to restructure the team in such a way that promotes functionality above

t get the proper rest.

Teaming Up in an Attempt at Getting a Co-Worker Fired

This makes our list for the simple reason that executives and managers should be entrusted to ensure that the right people are “on the bus.” No amount of employee revolt against one employee will benefit anyone therefore it is best to keep the lines of communication open between all parties. If a riff is sensed among the constituency, hash it out to the best of the team’s abilities as a team. If a mutiny is inevitable, attempt to satisfy everyone’s concerns by attempting to restructure the team in such a way that promotes functionality above personality differences. If push comes to shove, someone may need to be terminated as a last resort to permit the business to move forward.

Not Understanding the Business

Ram Charan, a popular business author and former CEO of Honeywell, mentions in his book What the CEO Wants You to Know, “when you come right down to it, business is very simple. There are universal laws of business that apply whether you sell fruit from a stand or are running a Fortune 500 company.”

If you’re an employee, take the time to truly understand how your employer makes money. If you’re a business executive, invest some of your time to explain how your company makes money so that everyone has the basic fundamentals down. This is the least you can do to improve your likelihood of long term success.

Being a Know-it-All

No one enjoys being subjected to criticism or one-upsmanship from co-workers especially if that person isn’t the boss. There are no employees at any company, including the CEO, that know every answer to every conceivable problem. That’s why there are people in various roles within the company. If there is a “know-it-all” among the group, the best solution is to confront that person and hash out the differences as a group. Be careful not to make it appear as if you’re ganging up on the guilty party though. If the person provides a valuable set of skills to the organization, your goal isn’t to eliminate the employee—it is to discourage the behavior while continuing to capitalize on their unique strengths. Conversely, if the person is no longer providing tangible benefits to the organization, perhaps it’s time to encourage the problem child to seek employment elsewhere.

Eating at Your Desk

Nothing short of instituting a “please eat in designated areas only” policy will correct this problem. Businesses should consider implementing this policy if for no other reason than to protect company assets such as the computer, keyboard, monitor, desk, chair, and phone at each person’s work area. Grease can penetrate those objects and wear them down over time not to mention the unsightly grime and residue build up. If you have carpet in your office, it’s doubtful you desire to replace it frequently because of repeated mishaps. While most people are careful not to spill things, accidents are bound to happen so why not take the steps to limit them to areas better equipped to sustain them?

Dave Gullo, Owner of Snowboards-for-sale.com based in California, puts a humorous spin on this, stati