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How to Deal with a Hard Worker, a Moaner, and a Lone Wolf

There are three kinds of employees, namely the hard worker, the moaner, and the lone wolf. The first kind is easy to guess while the definition of the second kind is open to debate. How about the third kind?

Employers expect their employees to work hard, yet there are the so-called silent ones who don't get due recognition. Office politics play a major role, which results to dissolution in some cases. Some resort to employee silence, claiming mentality. This should be a case of companies where there are two or more employees from different nationalities. (Different background also applies here.) The hard worker has a final word, where he must seek better working conditions (or greener pasture). There are worse cases, where compensation is the main issue. You'll learn more about it later.

A moaner has valid reasons, which may (or may not) affect his performance. Valid reasons range from facility to discrimination. The worst case, which is abuse of any kind, must not be tolerated. Alas, this is easier said than done. There must be a solution behind this one. You'll find it out.

The lone wolf may puzzle some professionals, but it's not difficult to spot one. This is the kind of employee who resorts to Machiavellian ways whenever the workload becomes demanding. There may be one or two instances when the lone wolf can get away with it, but he can't be lucky all the time. This employee prefers tea time (if he happens to be based in the United Kingdom), whereas it's not hard to imagine this kind of "professional" in America. (He might be getting restless and impatient after finishing his tasks in five hours or less. He goes to the washroom more frequently than the others. He tries his best to be occupied when his nearest colleagues become aware of his behavior.) This kind of action can lead to an anemic performance, which can affect other employees. You might wonder if there's a law against this kind of employee. Anyone who knows the laws too well won't be pressured to figure it out.

You know how these employees function in a professional environment. The next step is to know what course of action must be done.

Work, Uninterrupted: Analyzing the Dynamics in the Office

The hard worker must feel the love coming from the management. Employers have different ways of showing their appreciation to a hard worker, yet the reaction varies from one employee to another. Some might not let it get to their heads, which management should take note. Taking it for granted should lead to discontent, if not wrath, sooner or later. It comes down to a one-on-one meeting, and a promotion is the best reward to it. This is an outcome of a performance appraisal, which employees are aware of. There are other ways of recognition, which must be based on how a hard worker would respond to it. If this can make him do better, then employers must ensure that there would be a long-term plan to keep this kind of employee on the fold.

The moaner must be reminded, if not given a stern warning. Employers may have a challenging task in dealing with this kind of employee, and it can be a headache if compared to how employers deal with lone wolves. (You'll get to that part later.) Some are too stubborn to heed the reminder, blaming everyone (or anyone) but themselves. Mind your own business, a quote that everyone hears one too many, and it has never been truer than the office. If a moaner has a friend in the office, if not someone whose opinion he values a lot, then he shall receive a gentle reminder in a short time. However, such actions lead to isolation. It can lead to worse scenarios, where friction and gossip can turn a positive vibe into a toxic environment. It won't happen if employers see the early signs right away (and do something about it). It's a different case with a concerned employee, who must walk along a tight rope if he ever does something about it. Tact and diplomacy can be put to good use.

The lone wolf must not get away. Employers may be too busy to notice this kind of behavior until there's something wrong about the team (or the office culture). If it's not the case, then nothing can be done about it until someone's personal interest is threatened. This is a likely scenario if it's the employer's, and the guilty party is aware (or unaware) of it. A smart employer can think of handing out more tasks to this employee. It's also possible for a shuffle (within the team). The worst case is a suspension, if not termination. It doesn't matter if the lone wolf knows what rules are broken or not, as someone would tell him of the consequences of his action. It won't be good for the company.

The End of It

There will be a resolution at each one of the (three) scenarios, and resignation is the likely outcome in all of three of it. This must not surprise anyone, as employees deserve to be happy at the end of the day. And they have the power (if they are aware of the rules and office culture.) The employers may (or may not) act accordingly, which is not necessarily a Catch-22 situation. Read the post again. Do it one more time (if it’s possible). You should be wiser afterward.

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