One of my subscribers asked the question: "What if an employee does not value his work and constantly manipulates the dismissal?" I am sure that many managers have faced similar statements from employees. In my opinion, this is a very bad indicator. I will tell you what my experience was with a manipulator employee, and also figure out how to act in such a situation.
One of my subscribers asked the question: "What if an employee does not value his work and constantly manipulates the dismissal?" I am sure that many managers have faced similar statements from employees.
In my opinion, this is a very bad indicator. I will tell you what my experience was with a manipulator employee, and also figure out how to act in such a situation.
Main phrase of manipulators
There are such “miracle workers” who say: “Yes, I didn’t do it, fire me! Well, what are you going to do to me? Moreover, this phrase sounds constantly as a response to any of your comments. Interesting point: have you noticed that the performance of such employees is constantly falling? Paradoxically, they do not strive to increase productivity, but prefer to act in their own way, negatively affecting the team and thus covering up their sins.
How can a leader deal with this? Should such an employee be kept on the staff or, as he persistently begs, to be fired? Let's see why employees use such a psychological trick. Then it will become obvious to you that the manipulator does only harm to the work of your company.
My experience
For me, this situation is not just a theory. I had a manipulator employee in my company, and he held a high management position. He worked in the company for many years, and gave certain results, as it seemed to me then, worthy. But from time to time he played this idiotic game: "I see that I am not coping, fire me!" Then I ignored this state of affairs, not realizing that this was a bad indicator.
As a result, ignoring cost me 200 thousand dollars, and the employee still had to be fired. He eventually left the company. My rule is the following: if an employee starts using the “dismiss me” manipulation, do it - dismiss him!
What is manipulation
A person's tendency to manipulate is a bad indicator. Have you ever wondered why some employees do this at all? There is a reason, and it is quite simple. A person simply believes that by some direct and simple actions he cannot get results, he cannot change his life. Therefore, instead of getting down to work, tearing the backside off the chair and making an effort on himself, to study something, the employee chooses manipulation.
After all, what is manipulation? This is a hidden influence on other people, which helps cover up some of their affairs. It also allows you to convince people to do some things that they would not do without being under the influence of a manipulator. That is, manipulations indicate that such an employee has very low self-esteem and lack of confidence in their abilities. Manipulators consider such a negative impact to be the only way to get a decent result.
How to fire a manipulator
There is one problem with manipulators. For example, if you catch a person stealing, then it is easy to get rid of him. You invite the whole team and in front of the team say: “This person was stealing. I caught his hand. He stole from the company, that is, from all of you, belittled your results. Then you will get general agreement on the need to fire this person.
Fire for the result
It is much more difficult to fire a manipulator. You cannot gather a team and say: “You know, he is such a manipulator! Let's get rid of him! The only way to do this is through results. Track very clearly what this employee is doing. What are the results of his projects and the tasks for which he undertakes? Are there really tangible successes?
Never fire a person for being a manipulator. In that case, you are covered. Remember that this employee has been practicing the skill of negatively influencing others all his life, which means that he will be able to twist the situation and put you in a bad light. You won't be able to win on his field, so initially play on your own.
Output
As a rule, the manipulator employee has very low results, or none at all. For this, dismiss, and convey this to your team, explain that it was the lack of results that caused your decision. Then you will receive consent from the team, get rid of the manipulator employee, and you will not have any problems.
