Pests regularly bully or humiliate others
Everyone has a bad mood and we behave like temporary pests. But notorious pests are people whose behavior is not a temporary outburst of emotions, but a character trait. Their bad behavior is repeated and persistent.
Hostile behavior has both physical and mental expression. It can be verbal or non-verbal. Pests anger, intimidate, and humiliate their victims. At work, this is expressed in different ways: pests interrupt, invade personal space, insult, suppress others, look aggressively or completely ignore.
Saboteurs often go unpunished, treating bosses or clients with respect, but badly towards everyone else. Because they deserve a good reputation with their superiors, complaints from other employees are often ignored.
Pests are a problem for business
Many companies tolerate bad behavior without realizing the damage it causes. When pests are not fought back, employee morale becomes worse than in a friendly, respectful and professional environment.
This has a huge impact on productivity. Employees with low morale are more likely to leave, take sick leave, and are generally less productive. They can take revenge on pests by skipping work, performing poorly, or even stealing.
Pests wear down their colleagues - both bystanders working in an aggressive environment and their direct victims. Pests are especially dangerous in managerial positions - in this case, employees are under constant threat of humiliation. They do not spend their energy on work, but on avoiding abuse. This leads to an unproductive work atmosphere full of fear.
Pests are costly to businesses. The quality of work declines as the best employees leave for friendlier teams at other companies.
There is no room for pests in a good work environment
Too often, pests are tolerated. Their fits of rage and hostility are justified and forgiven because they are considered talented, intelligent, or irreplaceable. But this is how businesses harm themselves. All pests must be immediately disposed of.
Regardless of good qualities or abilities, it makes sense to fire an employee who does not get along with colleagues: embarrasses them or humiliates them. This rule should be applied to everyone, regardless of their professionalism.
Organizations' founders and leaders must make it clear that all employees deserve respect. This contributes to increased loyalty and morale in the team.
Life is too short to tolerate pests. For this rule to work, it must be well known to all employees.
Example. Google employees support the motto "Don't be angry."
The rule should also apply to customers and customers, because their behavior also affects the work and morale of employees.
Example. Some airlines blacklist pest passengers because they have mistreated their employees - by shouting at them or threatening them.
More equality, less pests
High-status people are more likely to behave like pests. They talk more than anyone else and do what they want, regardless of the opinions of others. They tend to see in others only a means to an end, and take credit for the success of the entire team.
Example. A study was carried out in which groups of three students discussed various issues. One person in each group was randomly selected to evaluate other people's arguments. As a result, eligible students were more likely to violate social norms. This was assessed using a plate of cookies: higher status students were more likely to pick up the last cookie, chew with their mouths open, and crumble more.
A similar effect has been seen in the business world. The greater the difference in status between managers and employees, the more often the latter are treated with disrespect.
To reduce the likelihood of sabotage, you need to reduce the social distance between employees. Relationships will become more respectful, especially between managers and employees.
Make the difference in wages as small as possible. Earnings are the most important sign of status. A less noticeable difference in pay will reduce the difference in status leading to aggressive behavior.
Wrecking can be beneficial, but motivating workers with incentives is more effective
Typically, management groups are very similar to baboon groups. There is fierce rivalry between rival individuals in them, and the most aggressive ones often win. Although managers who act in an aggressive and reckless manner are often viewed as unpleasant, they are also perceived to be literate and resourceful.
Callousness and ruthlessness can be huge advantages in the business world. This can be explained by evolution: the most aggressive and strongest became the leader of the tribe. Therefore, our brains automatically associate aggression with high status. But this does not mean that it is necessary to promote pests to leaders or to endure aggression on their part.
Techniques that are effective at crowding out opponents do not provide the right management style. Instead of motivating subordinates, they often have the opposite effect.
Two things motivate people best: incentives and recognition. These techniques bring better results than aggression and punishment, and increase team morale.
The best employees who can easily find a job at another company are unlikely to be left in a negative atmosphere. Pests disperse all the "cream" of the team. On the contrary, firing them will help attract and retain talented workers.
Collaboration is the key to a civilized, productive work environment
The competition between companies is fierce and endless. This behavior is too often carried over into the internal culture of the company. Healthy competition is good: ambition motivates employees to put in more effort, take risks, and come up with new ideas. Competition also helps to select the best candidates for a promotion. But in the pursuit of promotion, employee opposition can hurt the organization.
Excessive internal competition weakens the company, creating an unproductive atmosphere. Therefore, in most successful companies, internal competition is contained and a culture of collaboration is strengthened. Collaboration should be noticed and rewarded.
The choice of words has a surprising impact on company culture. Replace aggressive, warlike phrases ("enemy", "battlefield", etc.) with more positive ones, emphasizing the spirit of cooperation ("help", "justice", "community").
Even simple substitutions like "I" - "we", "mine" - "our", "them" - "us" subconsciously remind employees that they are a team and encourage cooperation, not competition, which takes time and energy.
Avoid the pest, or become one yourself
The proverb says: "With whom you lead, from that you will gain." Surrounded by angry and aggressive people, you run the risk of adopting their behavior. Working in a rude and disrespectful atmosphere gets you so used to it that you begin to behave the same way. This behavior extends to privacy as well.
Example. The author notes that he began to treat his wife worse, spending too much time among pests.
In order not to become a pest, both at work and in your personal life, avoid these companies. But it is not always possible to choose colleagues. If you can't avoid the pest, try to have minimal contact with it. Think of him as a virus - avoid close contact as if he has the flu.
If you've already spent a lot of time and energy in your relationship with a pest, it's harder to distance yourself. Therefore, every time you encounter a pest, do not get close to him! Maintain an emotional distance.
In many companies, it is impossible to completely avoid contact with a pest. Working with or under him can be demoralizing. You need to develop a strategy to help you stay safe.
The main thing is not to let the pest drag you down to their level. Try to remain calm, do not respond to aggression and do not take hurtful words to heart. Remember that the person you are dealing with is just a saboteur, regardless of their position.
Be positive about interactions with the pest. Remember:
Always hope for the best, but prepare for the worst. Happiness (and sadness) is on the border between what you expect and what you experience. Therefore, when dealing with a pest, be prepared for the worst, but remember that you are not to blame for anything.
Fight the pests!
A single pest is enough to ruin a conversation, whether in the office, at a party, or in everyday life. Even if others are behaving normally, one person can ruin everyone's mood.
Negativity affects our mood five times more than positive. That is, five nice people who praise you and share good news can neutralize one pest. Therefore, observe one rule in your professional and personal life: fight against pests!
It is also important not to become one yourself. If it's too late, try changing your behavior. Take an honest look at yourself in the mirror and ask when was the last time you acted like a pest.
It's easy not to be a pest: be friendly and respectful towards people and expect the same in return.
Life is too short to tolerate pests.
The most important thing
Develop a zero tolerance policy for pests and bad behavior in the company. This will raise the morale of the team, the productivity of each employee, and loyalty to the company.
How to identify a pest, and what harm does it bring?
What should be done with pests?
How to deal with pests?
Everyone has a bad mood and we behave like temporary pests. But notorious pests are people whose behavior is not a temporary outburst of emotions, but a character trait. Their bad behavior is repeated and persistent.
Hostile behavior has both physical and mental expression. It can be verbal or non-verbal. Pests anger, intimidate, and humiliate their victims. At work, this is expressed in different ways: pests interrupt, invade personal space, insult, suppress others, look aggressively or completely ignore.
Saboteurs often go unpunished, treating bosses or clients with respect, but badly towards everyone else. Because they deserve a good reputation with their superiors, complaints from other employees are often ignored.
Pests are a problem for business
Many companies tolerate bad behavior without realizing the damage it causes. When pests are not fought back, employee morale becomes worse than in a friendly, respectful and professional environment.
This has a huge impact on productivity. Employees with low morale are more likely to leave, take sick leave, and are generally less productive. They can take revenge on pests by skipping work, performing poorly, or even stealing.
Pests wear down their colleagues - both bystanders working in an aggressive environment and their direct victims. Pests are especially dangerous in managerial positions - in this case, employees are under constant threat of humiliation. They do not spend their energy on work, but on avoiding abuse. This leads to an unproductive work atmosphere full of fear.
Pests are costly to businesses. The quality of work declines as the best employees leave for friendlier teams at other companies.
There is no room for pests in a good work environment
Too often, pests are tolerated. Their fits of rage and hostility are justified and forgiven because they are considered talented, intelligent, or irreplaceable. But this is how businesses harm themselves. All pests must be immediately disposed of.
Regardless of good qualities or abilities, it makes sense to fire an employee who does not get along with colleagues: embarrasses them or humiliates them. This rule should be applied to everyone, regardless of their professionalism.
Organizations' founders and leaders must make it clear that all employees deserve respect. This contributes to increased loyalty and morale in the team.
Life is too short to tolerate pests. For this rule to work, it must be well known to all employees.
Example. Google employees support the motto "Don't be angry."
The rule should also apply to customers and customers, because their behavior also affects the work and morale of employees.
Example. Some airlines blacklist pest passengers because they have mistreated their employees - by shouting at them or threatening them.
More equality, less pests
High-status people are more likely to behave like pests. They talk more than anyone else and do what they want, regardless of the opinions of others. They tend to see in others only a means to an end, and take credit for the success of the entire team.
Example. A study was carried out in which groups of three students discussed various issues. One person in each group was randomly selected to evaluate other people's arguments. As a result, eligible students were more likely to violate social norms. This was assessed using a plate of cookies: higher status students were more likely to pick up the last cookie, chew with their mouths open, and crumble more.
A similar effect has been seen in the business world. The greater the difference in status between managers and employees, the more often the latter are treated with disrespect.
To reduce the likelihood of sabotage, you need to reduce the social distance between employees. Relationships will become more respectful, especially between managers and employees.
Make the difference in wages as small as possible. Earnings are the most important sign of status. A less noticeable difference in pay will reduce the difference in status leading to aggressive behavior.
Wrecking can be beneficial, but motivating workers with incentives is more effective
Typically, management groups are very similar to baboon groups. There is fierce rivalry between rival individuals in them, and the most aggressive ones often win. Although managers who act in an aggressive and reckless manner are often viewed as unpleasant, they are also perceived to be literate and resourceful.
Callousness and ruthlessness can be huge advantages in the business world. This can be explained by evolution: the most aggressive and strongest became the leader of the tribe. Therefore, our brains automatically associate aggression with high status. But this does not mean that it is necessary to promote pests to leaders or to endure aggression on their part.
Techniques that are effective at crowding out opponents do not provide the right management style. Instead of motivating subordinates, they often have the opposite effect.
Two things motivate people best: incentives and recognition. These techniques bring better results than aggression and punishment, and increase team morale.
The best employees who can easily find a job at another company are unlikely to be left in a negative atmosphere. Pests disperse all the "cream" of the team. On the contrary, firing them will help attract and retain talented workers.
Collaboration is the key to a civilized, productive work environment
The competition between companies is fierce and endless. This behavior is too often carried over into the internal culture of the company. Healthy competition is good: ambition motivates employees to put in more effort, take risks, and come up with new ideas. Competition also helps to select the best candidates for a promotion. But in the pursuit of promotion, employee opposition can hurt the organization.
Excessive internal competition weakens the company, creating an unproductive atmosphere. Therefore, in most successful companies, internal competition is contained and a culture of collaboration is strengthened. Collaboration should be noticed and rewarded.
The choice of words has a surprising impact on company culture. Replace aggressive, warlike phrases ("enemy", "battlefield", etc.) with more positive ones, emphasizing the spirit of cooperation ("help", "justice", "community").
Even simple substitutions like "I" - "we", "mine" - "our", "them" - "us" subconsciously remind employees that they are a team and encourage cooperation, not competition, which takes time and energy.
Avoid the pest, or become one yourself
The proverb says: "With whom you lead, from that you will gain." Surrounded by angry and aggressive people, you run the risk of adopting their behavior. Working in a rude and disrespectful atmosphere gets you so used to it that you begin to behave the same way. This behavior extends to privacy as well.
Example. The author notes that he began to treat his wife worse, spending too much time among pests.
In order not to become a pest, both at work and in your personal life, avoid these companies. But it is not always possible to choose colleagues. If you can't avoid the pest, try to have minimal contact with it. Think of him as a virus - avoid close contact as if he has the flu.
If you've already spent a lot of time and energy in your relationship with a pest, it's harder to distance yourself. Therefore, every time you encounter a pest, do not get close to him! Maintain an emotional distance.
In many companies, it is impossible to completely avoid contact with a pest. Working with or under him can be demoralizing. You need to develop a strategy to help you stay safe.
The main thing is not to let the pest drag you down to their level. Try to remain calm, do not respond to aggression and do not take hurtful words to heart. Remember that the person you are dealing with is just a saboteur, regardless of their position.
Be positive about interactions with the pest. Remember:
- The problem is temporary;
- You are not the cause of the problem;
- It won't ruin your whole life;
- If a person is a pest, that is his problem, not yours.
Always hope for the best, but prepare for the worst. Happiness (and sadness) is on the border between what you expect and what you experience. Therefore, when dealing with a pest, be prepared for the worst, but remember that you are not to blame for anything.
Fight the pests!
A single pest is enough to ruin a conversation, whether in the office, at a party, or in everyday life. Even if others are behaving normally, one person can ruin everyone's mood.
Negativity affects our mood five times more than positive. That is, five nice people who praise you and share good news can neutralize one pest. Therefore, observe one rule in your professional and personal life: fight against pests!
It is also important not to become one yourself. If it's too late, try changing your behavior. Take an honest look at yourself in the mirror and ask when was the last time you acted like a pest.
It's easy not to be a pest: be friendly and respectful towards people and expect the same in return.
Life is too short to tolerate pests.
The most important thing
Develop a zero tolerance policy for pests and bad behavior in the company. This will raise the morale of the team, the productivity of each employee, and loyalty to the company.
How to identify a pest, and what harm does it bring?
- Pests regularly bully or humiliate others;
- Pests are a business problem.
What should be done with pests?
- There is no room for pests in a good work environment;
- More equality means fewer pests;
- Wrecking can be beneficial, but motivating employees with an incentive system is more effective;
- Collaboration is the key to a civilized, productive work environment.
How to deal with pests?
- Avoid the pest, or become one yourself;
- Maintain an emotional distance;
- Fight the pests!
