Finding the right employee is invaluable. Employees are the key to any business’s success. Although many people are looking for jobs, only a few have the special qualities that can truly make a company thrive. A study by The Harvard Business Review found that 80% of employee turnover is due to bad hiring choices. This shows how crucial it is to hire not just anyone, but the right person.
But hiring the right employee goes beyond just looking at their qualifications and skills. They also need to be physically and mentally ready for the job’s demands. No matter how skilled an employee is, their ability to work well within the team and adapt to the company culture is essential.
Many employers face challenges in finding stable and cooperative employees. If you’ve struggled with unstable or difficult employees, it’s helpful to know that there are clear warning signs you can identify during the hiring process and internship period. Spotting these red flags early can help you make better hiring decisions and create a healthier work environment.
Signs of an Unstable and Difficult Employee
Spotting the signs of an unstable or difficult employee early in the hiring and internship process can save your business from future headaches. Here are some behaviors and work ethics that may indicate a candidate is not the right fit for your company:
1. Erratic Work Quality
Employees who show erratic work quality have inconsistent performance. Their output can fluctuate significantly without any clear reason. One week, they might do excellent work, and the next week, their performance may drop unexpectedly. This inconsistency can disrupt project timelines and team harmony.
2. Frequent Absences
Regularly calling in sick or taking unplanned leave is a major red flag. It suggests that the employee may not be reliable. Frequent absences can lead to missed deadlines and place extra stress on other team members who have to pick up the slack.
3. Mood Swings
Extreme highs and lows in emotions can make it tough for an employee to maintain stable relationships with colleagues. One day, they might be overly enthusiastic, and the next, they could be withdrawn or irritable. Such mood swings can create an unpredictable and uncomfortable work environment.
4. Blaming Others
Employees who refuse to take responsibility for their mistakes and constantly make excuses can be problematic. They might often say, “It’s not my fault,” or “Someone else made me do it.” This behavior can erode trust within the team and hinder collaborative efforts.
5. Passive-Aggressive Behavior
Subtle criticism disguised as humor, procrastination, and failure to follow through on tasks are signs of passive-aggressive behavior. For instance, they might agree to complete a task but then delay it intentionally or make sarcastic remarks about assignments. This can create a toxic work atmosphere.
6. Difficulty Adapting
Struggling to fit into the company culture and frequently complaining about how things are done can indicate a poor cultural fit. They might often say, “This isn’t how we did it at my last job,” or “I don’t like how this company operates.” This resistance to change can impede team cohesion and progress.
7. Manipulative Behavior
Employees who twist facts or situations to make themselves look better or to avoid blame are manipulative. They might exaggerate their contributions to a project or shift blame onto colleagues when things go wrong. Such behavior can undermine team morale and trust.
8. Broken Relationships
A history of conflicts with colleagues suggests that these employees have trouble working as part of a team. They might be involved in disputes or have a reputation for being difficult to work with. This can make collaboration and productivity challenging.
9. Substance Misuse
Signs of turning to drugs, alcohol, or other vices to cope with stress are serious red flags. This can manifest as frequent unexplained absences, erratic behavior, or noticeable physical signs of misuse. Substance misuse can severely impact an employee’s reliability and performance.
Recognizing these red flags early on can help you make more informed hiring decisions and ensure that your workplace remains productive and harmonious.
How to Deal with an Emotionally Unstable Employee
As an employer, you must decide whether to keep an emotionally unstable employee or let them go. Giving them a chance and trying to manage their behavior can be helpful. According to a study by the Society for Human Resource Management (SHRM), companies that handle employee issues effectively have higher retention rates. This shows the importance of addressing these concerns carefully.
- Communicate Openly: Have a private and honest conversation about the behaviors you’ve noticed. Be empathetic and non-judgmental, focusing on how their actions affect the workplace.
- Provide Support: Offer resources like counseling services, employee assistance programs (EAPs), or mental health days. Showing you care about their well-being can help improve their stability.
- Set Clear Expectations: Clearly explain what acceptable behavior looks like and set achievable goals. Make sure the employee understands the consequences of not meeting these expectations.
- Monitor Progress: Regularly check in on the employee’s progress. Give constructive feedback and recognize improvements. This encourages positive changes and reinforces good behavior.
- Adjust Responsibilities: If possible, adjust their workload or job role to better match their current capabilities. A change in responsibilities can reduce stress and improve performance.
- Encourage Professional Help: If the issues seem severe, gently suggest seeking professional help from a therapist or counselor.
- Document Everything: Keep detailed records of all interactions, performance reviews, and support measures. This documentation is important if you eventually decide termination is necessary.
- Consider a Performance Improvement Plan (PIP): Implement a PIP to provide a structured path to improvement. Outline specific areas for development and set a timeline for achieving these goals.
- Evaluate the Impact on the Team: Assess how the employee’s behavior affects the rest of the team. Ensure the well-being of other employees and overall productivity are not compromised.
Deciding on an Emotionally Unstable Employee
If, after all your efforts, the employee still shows problematic behavior and harms the organization, you may need to consider termination. Doing what’s right helps both the company and the remaining employees. A healthy work environment is crucial for team success and morale.
Managing an emotionally unstable employee is tough, but supportive actions like open communication, providing help, setting clear goals, and monitoring progress can lead to positive results. However, if there’s no improvement, letting them go might be necessary to maintain a productive and happy workplace. Focusing on your team’s well-being ensures everyone can do their best and supports a thriving company culture.