This kind of uncooperative person is exactly who the CEO and co-founder of Blueland.Blueland is trying to be Eco-friendly cleaning products startup Sarah Baiji Yu avoids it when hiring new employees.
She says in statements quoted by CNBC: “I like to lead as an open and collaborative leader… and I believe that this is a trait that must be present in every member of the team that we include.”
Uncooperative people can be a very frustrating type of colleague, even if they are theoretically good at their job, often contributing to low morale, poor productivity, and damaged relationships within the work environment.
Sarah adds: “We like to hire people who don’t come in and say, ‘I’m the expert in this area so I should make the final decision.’ We like people who understand that a different set of inputs often leads to better results.”
Collaborative people don’t just appear friendlier in a work environment, according to leadership expert and Harvard Law School fellow Heidi K. Gardner added: “They have a significant competitive advantage over their colleagues, because they typically achieve higher quality results, get promotions faster, and are noticed more by senior management.”
She continued: “Being collaborative is not easy. But the basic goal is simple: to bring people together to solve problems and learn something new. The mentality I always adopt is (This person thinks differently than me. He knows something I don’t know, and I can learn a lot from him).” “.
The most prominent negative characteristics
The economic expert, Yassin Ahmed, said that there are several negative characteristics that make the employee unfavorable among managers, and the most prominent of these characteristics is failure to adhere to deadlines, whether in handing over tasks or in coming to work, indicating that this behavior reflects negatively on the overall productivity of the organization and raises Dissatisfaction with colleagues and management alike.
Yassin added that negativity is one of the characteristics that most affects the work environment, as a negative employee can spread a state of frustration among his colleagues, which leads to low morale and general productivity.
He stressed that the lack of flexibility in dealing with new circumstances and the inability to adapt to work requirements effectively hinders team performance, and that an employee who refuses to cooperate and work within a team is considered unsuitable for the cooperative climate that most modern institutions seek.
He pointed out that poor productivity is also an undesirable trait among managers, explaining that an employee who does not achieve the desired goals or whose performance falls short of expectations can constitute a burden on the company, especially in light of the intense competition that organizations face today. He stressed that blaming others instead of taking responsibility for mistakes is a behavior that is rejected by every manager who is looking for employees who have professional maturity and the ability to improve their performance.
Regarding self-discipline, Yassin explained that an employee who lacks organization and discipline in managing his time and tasks does not achieve the necessary appreciation from his managers, as the ability to organize tasks and set priorities are among the basic qualities of any successful employee.
He also added that refusal to learn andSelf-development It is one of the negative characteristics that prevents an employee from advancing in his career, noting that some work only for the salary without seeking to improve their abilities or acquire new skills, and this limits their contribution to the organization.
Yassin concluded his speech by pointing out that procrastination and postponement are among the biggest obstacles that an employee may face in his professional journey, as postponing tasks always leads to additional pressures that affect the quality of work and arouse the dissatisfaction of managers who seek to strictly adhere to deadlines to achieve the organization’s goals efficiently.
Team morale
Economist Hanan Ramses said that there are several negative characteristics that make an employee undesirable among managers, and the most prominent of these characteristics is that the employee complains a lot, noting that an employee who constantly complains may negatively affect his colleagues and weaken morale within the work environment.
She also explained that lack of productivity is one of the main reasons that leads a manager not to favor an employee, pointing out that low productivity reduces the team’s efficiency and affects the achievement of goals.
She added that repeatedly raising controversy and talking a lot without clear benefit are among the characteristics that annoy managers, as they disrupt the workflow and preoccupy employees with matters that do not serve common goals.
She also pointed out that an employee who does not have a clear vision for his specialty and does not set professional goals for himself contributes to weakening the team’s performance and reduces opportunities for career advancement.
She stated that problems with colleagues and taking rights that are not his right without taking responsibility are among the negative characteristics that make the manager alienate the employee, stressing the importance of cooperation and positive engagement in the work environment.
She added that an employee who takes excessively many vacations and is not committed to his work is considered uncommitted, which reflects negatively on his professional evaluation.
The economic expert concluded her speech by saying that gossiping and reporting events, even if it is to management, is one of the behaviors that the manager hates, as this behavior can lead to the dissemination of inaccurate information and create problems that negatively affect relations between employees and spoil the cooperative work environment. She explained that managers prefer employees who are committed to transparency and mutual respect and contribute to creating an atmosphere of trust within the organization.
