Top 3 Reasons Employees Can't Stand Each Other

2 min read
Jun 24, 2015

In our Finance and Insurance Industry report, we asked employees how they would rate their team members. And it’s sad to say, but almost 50% said they were either indifferent or dissatisfied with their peers. Considering that our 2014 Employee Engagement Report found that peers were the number one reason employees go the extra mile, this finding was unsettling.

Here’s the breakdown of the responses:

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Similar to what we uncovered about supervisors, there were three overarching themes for employee dissatisfaction:

  1. Poor attitudes

  2. Unmotivated or unwilling to take responsibility

  3. Unqualified for the role

And it’s possible that these issues are also plaguing your organization. For any manager looking to cultivate a collaborative and engaging environment, here are three things you need to consider when hiring someone.

They Come With the Needed Skills

There are certain skills that can be learned on the job. But before that, consider what type of qualifications the job position requires — certifications, training, or education. If they’re applying to be a senior-level financial analyst, have they passed their CPA exams? Perhaps they have an educational background in history but are applying to a marketing position.

There’s a difference between training someone on how to use a content management system and teaching them core skills that are required for someone to do the job properly.


They Believe in Your Product or Services

Can this new employee stand behind your product or service? Or do their beliefs go against what your organization is driving towards? In order to have a successful business, you need your employees to essentially become brand ambassadors. The more passionate they are about your product, the more likely they’d spread some good words about it to their network.

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They Already Embrace Your Organizational Culture

Besides believing in your product, does this person believe in your values? Make sure you have a consistent way to measure how well a candidate will fit into your culture. And the best way to go about this is to ask questions based off your organizational values. If this employee doesn’t live by your values now, there’s a good chance that they won’t be able to do so later down the road. So it’s best for both parties to know before you’ve made the job offer.

Certain skills can definitely be learned. But personality can’t. Even if someone is extremely qualified for their job, a bad hire can pollute your entire organization. So hiring for fit is critical if you want a productive and satisfied workforce.




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