9 types of employees the companies try to get rid of

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Good employees contribute to the development of the company and strive for better results. But some pull the company down, negating all the efforts of other effective employees.

We offer a list of signs that are characteristic of those employees who are not liked by employers. If you suspect any of these characteristics, you should reconsider your behavior. After all, this can affect the work not only for the current employer but also for subsequent ones. You should take these characteristics into account when creating a CV with resume writing services online.

  • Employees who are not able to finish the job


Employers often say goodbye to employees who can’t complete the project they started and leave it halfway. Such employees do not know how to plan, and they are constantly hindered by force majeure circumstances to complete the task. The negative point is that the boss can often find out about the failure of the deadline and the inability to complete a certain task on the day of its occurrence or a few days in advance – if he asks. If this happens several times, drastic actions are usually taken, and the roads diverge.

  • The ones who don’t do what is promised

Employees who do not fulfill their promises immediately alarm the employer. Setting up colleagues or management is not a problem for them, they can come up with 100 and 1 excuses for why they failed to do what they promised, and blame others for it. If this happens systematically, then nothing good will come of it. After all, employers value employees who keep their word and are responsible for everything said and promised.

  • Non-independent employees

Employees who have problems with independence, who constantly need to be monitored and persuaded to do a certain task – a real test for the manager and colleagues. It’s one thing if an employee has just started working and asks questions, expects help – this is normal. But if they work for a company for a long time and come up with a question that they may well find out the answer to themselves + they have the appropriate qualifications – this is annoying. They don’t like such employees. Liberation is not the best way to encourage independence, but this method is practiced.

  • Employees who don’t want to learn

Employees who do not have the desire to learn, develop, are not focused on achieving success, and do not set new goals for themselves, are alarming employers. In this case, there are two possible scenarios: either the company will think about the reasons for the lack of desire to learn and possible ways to resolve the situation (if this is due, for example, to the fact that the employee does not see the connection between their efforts and remuneration), or simply look for a replacement.

  • Employees who repeat the same mistakes

When an employee makes a mistake for the first time, sometimes it is enough to pay attention to what needs to be corrected. But if the same error is repeated, you need to understand the reasons: they talk to the employee and report the possible consequences of their mistakes/incorrect decisions. 

Systematic errors are not easy to correct, if you are not working to change this – to understand and solve the problem – it will be difficult to work with you.

  • Toxic employees

Employers almost always try to get rid of toxic employees. After all, they poison the atmosphere in the team. With their pessimism, disbelief in the success of a project (another task)/unprecedented prospects/skepticism/criticism, etc., they destroy the team. Often, such employees spread negativity, see it in everything, and spread it around them. Slowly but surely poison the environment and undermine the motivation of other employees. The company should say goodbye to such employees.

  • Lovers of intrigue and gossip, liars

Lying in both personal and work relationships is unacceptable. People who do not know how to live without scandals and are constantly looking for those they will hate – will not benefit any company. 

They are the most dangerous and can destroy the team. They get rid of them even without hesitation.

  • Employees who don’t enjoy their work

It is not surprising that such employees perform their work carelessly, hack and dump their duties on colleagues and subordinates. They sit in their pants for nothing and have a bad effect on others. 

Other colleagues often complain about a slacker colleague to the management. 

  • Managers who can only manage, but do not understand the work processes and do not know how to “do the job”

Subordinates of such a manager often find themselves under pressure in the style of “I’ll tell you what to do”, they seem to be playing boss. Such a manager strives exclusively to command subordinates, and not to help them learn and develop, he cannot insure himself and help if necessary. 

All the good ideas, aspirations, and enthusiasm that employees bring to the profession come to naught. As a result, employees just want to run away, the reason for their dismissal is the behavior of the boss. Therefore, not to leave the best employees, it is better to replace the manager himself.

How to talk about your disadvantages to get a job: effective life hacks

You will have to hear questions about weaknesses in almost every interview. After all, this is one of the typical questions that demonstrates the candidate’s objectivity and makes it possible to predict how he will perform work tasks or work in a team. Before getting into the interview stage, I had to edit my resume first.

If you prepare for an interview and know in advance that you can answer questions about weaknesses in such a way that they want to hire you.

Yes, everyone has weaknesses, but some can help in their work, while others will not please anyone. No matter what job you are applying for, it is better to keep silent about what will prevent you from doing any job. So don’t talk about:

  • the habit of constantly being late or breaking deadlines – it is unlikely that you will find an employer who likes an employee who comes in the middle of the working day or ignores an important task;
  • negative attitude to criticism-work is rarely limited to praise, so an employee who becomes depressed after the slightest remark is not the best option;
  • perfectionism, workaholism, excessive love of work – recruiters have already heard millions of times about such useful weaknesses that they have learned to question them.

Some weaknesses can have a negative impact depending on the specific profession. For example, an accountant doesn’t need to be told that they are inattentive to details, and a sales manager doesn’t need to be told that they are uncommunicative.

Well, the main taboo is saying that you don’t have weaknesses. So the employer will decide that this is a narcissistic candidate who is not capable of introspection.

How to talk about weaknesses

So how do you talk about your weaknesses to get the desired offer? Be honest with your employer about the knowledge or skills that you lack for the job. However, immediately indicate that you know how to improve them and may have already started working on it:

“I haven’t had to make PowerPoint presentations before, so I have a little practical knowledge. However, I’m already working on improving them: I watch many tutorials.”

You can also talk about negative habits that can have a bad effect on your work. But also immediately add that you know how to deal with yourself and keep everything under control.

“I’m an owl, and it’s very difficult for me to wake up in the morning and be productive. But I’ve learned to allocate my time in such a way that I can do tasks that require less concentration in the morning and do painstaking and important things later. Besides, I never leave work in the evening until I finish my business so that they don’t stay for the morning.”

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