One toxic employee can potentially negatively impact an entire company's culture. According to the Society of Human Resource Management, toxic individuals can create an unwelcoming environment, impede productivity and morale, and even prompt others to leave their positions. They may exhibit disruptive behavior, lack authenticity, or simply be challenging to collaborate with.
While the behavior of toxic individuals may be evident to others, it can be challenging to discern whether you are hurting those around you. Asking directly can also be uncomfortable. Therefore, whether you seek assistance in identifying toxic colleagues or aim to prevent becoming one yourself, it's important to heed the advice of CEOs and be vigilant for these three red flags:
The "Entitled" Employee
Tom Gimbel, CEO of the staffing and recruiting firm LaSalle Network, advises against feeling entitled to promotions or raises.
Individuals who insist on only fulfilling their job description and refuse to go beyond it yet anticipate rewards are not viewed favorably as employees. Gimbel adds that this behavior can give the impression of considering oneself superior to peers.
Often, employees are surprised when those with less tenure are promoted ahead of them, but the length of service alone does not guarantee a promotion. While it can be a factor, promotions typically depend more on the quality of one's work, the strength of workplace relationships, and a track record of advancing the company. Gimbel advises that if you notice colleagues going above and beyond, finding a passion project or innovative ways to contribute can help you remain competitive.
READ ALSO: Unmasking Gaslighting: Navigating and Coping with Workplace Toxicity
The "Gaslighter"
Talia Fox, CEO of executive consulting firm KUSI Global, highlights that everyone makes mistakes occasionally, but passing the blame to someone else is a major red flag.
Fox recalls an incident where she assigned a task to an employee, ensuring clear communication of her expectations beforehand. However, she discovered a noticeable error upon receiving the work, and the employee blamed her, alleging unclear instructions. Fox recounts addressing the impact of this behavior, leading to the individual eventually taking responsibility for their actions. She highlights that gaslighting is manipulative and mean, and owning up to mistakes and rectifying them is much better than deflecting your mistakes.
The "Yes" Man
According to billionaire serial entrepreneur Mark Cuban, consistently agreeing with everything your boss says, even when you disagree, is a red flag.
During a MasterClass course released in February, Cuban revealed that when seeking new partners or employees, he seeks individuals who "complement" his skill set but are willing to speak up when they disagree with him.
Suppressing your suggestions and opinions can lead to appearing inauthentic and untrustworthy. If your boss shares similarities with Cuban, they will likely appreciate your vocal expression of ideas, especially when supported by evidence and research. Cuban does not need people who would tell him yes, but he needs those individuals who can challenge conventional wisdom and are willing to confront him when they believe he is wrong.
RELATED ARTICLE: Stick it Out for A Year: An Outdated Advice That Traps Employees in Miserable, Toxic Workplaces
© 2017 Jobs & Hire All rights reserved. Do not reproduce without permission.
