In our last post, we talked about some of the characteristics that make up a great employee.
As we mentioned, most employers would love it if all of their employees had a well-balanced set of skills and values. That employee, however, is usually a rarity when it comes to candidates. More often than not, we find people who do extremely well in one area, but not so well in other areas.
Fortunately though, it’s the balance between their personality and your other employees’ that make for a well-rounded team; all you have to do is make sure that you handle the cons of their “short-comings”, which we talked a little about previously.
On Tuesday, we gave you the pros and cons of employee efficiency and how to deal with those cons. Today, we’ll talk about the pros and cons of employees with great cultural fit, but poor efficiency. Take a look below:
They’re great to work with. Employees with great cultural fit are usually the extroverts of the group. As such, they love to make friends and take it upon themselves to meet and greet with everyone who enters the room. They help to bring the team together or go the extra mile to help new employees get acclimated with the team. As such, from an employer perspective, these employees are great to have around since it makes your life so much easier when you know someone is out there unifying the group.
Boost employee morale. Likewise, employees with great cultural fit can do an awesome job at boosting employee morale. Since they blend together so well with others, they’re usually very good at noticing when someone is unhappy and will most likely be able to help remedy the situation, or at least help put their teammates on the right track to doing so.
Puts extra work on others. Unfortunately, the kryptonite of these employees is that they often spend so much time being great friends with others that they rarely have time to finish their own work. This can be problematic because it puts the pressure on their teammates to pick up the slack.
What to do: The last thing you want to do is tell them they can’t be friends with other teammates. Rather, try your best to monitor them and keep them on track— putting pre-emptive deadlines on tasks is always an option—just make sure that you are also reinforcing their personality (i.e. their cultural fit). It’s a great asset to the company, and you don’t want them to feel bad about themselves.