Hr Systems Identify The Traits Characterizing Bad Team Players (part 1)

Every HR firm would tell you that in every industry

, no matter how big or small, bad and good team players work side by side. Beneath all the pressure that comes with daily challenges confronting the grind, personalities both positive and negative clash and meld, fusing their abilities and skills together to accomplish a common goal. Although this is the unspoken reality defining the underlying workings behind the workforce in individual organizations, it still pays to be the best worker you can be by being a good team player.

Attribute this to the effects of reverse psychology; psyche yourself up to bring out the best in your personality by learning these bad team player behaviors to avoid:

Constant whining without offering solutions

HR training people would warn you against such people. Why? They could wear your patience thin if you do not know how to block them out of your consciousness. Known for their penchant for whining, they are quite good at identifying problems. Nothing off-kilter that occurs in your team escapes their eyes. Ironically, as good as they are with fault-finding , they fare terribly at problem solving.

Balancing Act:

It is only natural to complain if there is something wrong; however, see to it that for every problem you point out, you have a proposed solution. Also, avoid mentioning the issue over and over again. Your coworkers are bound to tire of your ranting that if you persist, expect that they would come to dislike you. Who likes whiners, anyway?

If you have been identified as a whiner, try to tone it down in the workplace. Set your mind on acquiring a proactive attitude. With pressure at the grind constantly mounting, no one has the time to listen to your whining. As soon as you spot a problem discuss it and analyze it in an objective way. Delve more into finding solutions rather than brooding over it.

Always putting the blame on others

When things go wrong as they sometimes do, people are sometimes to blamethat is an undeniable fact actually. Whether they did it intentionally or otherwise, still, it is counterproductive to waste time pointing fingers. Rubbing it in instead of focusing on how to correct the problem, not only wastes precious time and effort, it also stirs unnecessary conflicts that disrupt workplace harmony.

Balancing Act:

Finding out the perpetrators behind matters gone awry is expected and only right. However, humiliating them before others or rubbing the issue in, only breeds dislike and even hatred. Conflicts are necessary for healthy work place relationships, but too much of it, as with all else, can burn bridges. Rather than point fingers, focus more on bettering the system at work. If the employee at fault has to be addressed, do so privately never publicly. If you think shaming them in public would make them straighten up or solve the problem, you are terribly mistaken. On the contrary, you are just aggravating the situation as you earn the ire and disrespect of your colleagues. People who humiliate other in public are seen as immature and self-serving egotists who inspire disgust and not fear, let alone respect.

by: Cassandra Jackson

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