5 types of people you shouldn’t hire if you want to succeed

The atmosphere in a team depends not only on the style of management, but also on the employees themselves. More precisely – on their personalities. The ideal working environment is when everyone feels safe, supported and not afraid to speak up. This can be hindered by certain types of people who will drag the team down.

Clinical psychologist, business mentor for women

It is important for any manager to build a team so that every employee contributes to the common cause. Alas, there are some people who are not very effective themselves and hinder others. Who are they?

1. individualists

People who can be characterized by a short – “I am not with you”. They distance themselves from the team in every possible way. They question the correctness of the decision of their superiors or the actions of their colleagues. Very often individualists try to rise above the rest of the collective: “I am a star, and you are nobody”.

They do not strive to make a common cause, and perform only their duties in isolation from the global goal.

What is the danger of this? An individualist may leave the company. No one will return the money spent on his training to his superiors. Also, these people do not want to share experience or knowledge. There is no question of team spirit.

2. Passive

They usually behave “quieter than water, lower than grass”. They can sit for decades without accomplishment, without “pulling” responsibility on themselves. The manager does not know exactly what to expect from them.

Perhaps a passive employee cannot prove himself because he does not get a good chance. Or maybe he is just an empty shell. That’s why it’s so important to put such passive employees in a challenge situation.

Give him tasks in which he can prove himself as a specialist. Pay attention to how he feels about responsibility, how ready he is to take it. Does he give results or is he just blowing dust in his eyes. All this will help you understand whether you need such a passive individual in the office.

Often this type of people motivates their inactivity by the fact that everyone around them hinders them. The fact is different. Their only enemy is laziness and little initiative.

3. Proud

Such people can be overly ambitious and self-confident. So much so that they will never ask for help or advice from ordinary employees. These know-it-alls would rather go to the Internet for answers than seek the help of a competent person.

As a result, such unbending self-confidence and pride can lead to unfortunate consequences up to the collapse of the company. At the same time, prideful people will never admit that the chaos that is going on is their doing.

And if they are found to be amateurish, they may be extremely offended: how could you question their “great intellect”? Think carefully whether you need such people in the team.

4. Chatterboxes

They are dangerous because they replace constructive activity with endless talk. But this is not the worst thing. Chatterers are a source of gossip, which means an unhealthy atmosphere in the team. Also such employees can inadvertently give out confidential information to competitors.

What to do with such a chatty employee, if you do not want to part with him? First, clearly outline the punishment for disclosing trade secrets. Secondly, put him in a position where communication skills are important. For example, in a call center. There his disadvantage will turn into an advantage.

5. Martyrs

These sufferers will never get tired of complaining about life. They do not like literally everything: from the color of the office walls to the CEO and salary.

They will constantly simmer in their resentment. Involve all employees in the negativity. Martyrs can significantly spoil the atmosphere in the team, make it tense.

What should a manager do? Try to find out from the sufferer in a personal conversation, whether he is doing well in life. Perhaps, organize a meeting with a corporate psychologist. If the martyr is a typical model of his behavior, it makes sense to think: do you need a “victim” in the team?