Why Some Employees Are Jacked Up

The title of this blog would surely get me fired if I were the HR person in a large corporation.  It's not politically correct.  And God help us all if we are actually honest in the work place.  But, lucky for me, I don't work in a large corporation so I can be totally honest with my blog readers. Let me say ahead of time, if this blogs offends you in any way, please just ignore it and try to find the nugget within it that can help you be a better leader.  

One thing I know for sure, there are a lot of corporate trainers out there, a lot of different cultures, a lot of training seminars, and a lot of personal viewpoints and biases.  Don't get me wrong there are many, many very professional, knowledgeable people out there who are passionate about helping you be the best you can be.  We are human beings though and can't help but have a few biases.  Unfortunately, some of you have learned a few things along the way that was presented as gospel and was really one person's viewpoint.  Much like this blog is my viewpoint.  I do try to weave in statistics and resources to validate my viewpoint but at the end of the day, you have to live with yourself and find what works for you.  Enough of the soap box.

So, here is my viewpoint as to why some employees are jacked up.  

Feedback.  Incorrect feedback.  Feedback given because of one person's viewpoint.  Feedback provided that caused confusion, fear, and was basically an attack on the individual's personality and character and had nothing to do with their work performance.  

• I know employees that have been told by their leaders that they laugh too much at work - they are too happy and not businesslike "enough."

• I know employees that have been told they are too attractive.  They weren't dressing inappropriately, weren't flirtatious - but the fact they are so attractive is career limiting.  

• I know employees that have been told they shouldn't be so polite at work.  Leave the manners at home.

The list goes on.  It's sad really.  


After 20 years of hearing feedback like this.  It's no wonder by the time you get them, they are no longer very receptive to feedback. 

The LESSON

Let's keep the feedback focused on work performance.  Let's make it valuable, important, and focused.  Let's make sure our feedback isn't based on our own biases.  And if it is, present it as such (example:  "This may not bother other people but it is a big pet peeve of mine.  Could you please not approach me until I've had my first cup of coffee, unless it's an emergency?").  Let's limit our feedback to those things are are important and will truly help the person be successful.