The Different Types of Problem Employees

Whether you’re a manager or a team leader, it’s important to understand the different types of problem employees. They can be a nuisance, but if you can recognize them, you can address their problems in a productive way.


Having a Slacker in your workplace can be a nightmare. They can create stress for you and your team and can damage your business’s reputation. Often, they cause more problems than they solve. There are two main ways that Slackers fail to perform their duties: by underachieving or by talking too much. Luckily, they aren’t all the same.

Smart Slackers are the ones who know how to turn on and off. They might work hard on a key project, but they don’t want to take on more responsibilities. They are burned out from their previous positions and they aren’t willing to go back.

Bitter Slackers are the ones who complain about the workload on their lunch break, and they don’t do their work. They are also hostile and can make life difficult for everyone around them. They may also be in a divorce or have other money issues outside of the workplace.

Lazy Employees are the ones who do nothing, but who do not pose a threat to their managers. They might get away with it because they have a friend in management. Their boss doesn’t want to admit that they are slacking, but it’s important to discuss the issue with the person and find out why they’re not doing their job.

First responders operate in dynamic and high-risk environments. They can be easily frustrated by a slacker, but they can’t ignore the fact that the poor performance of this individual is affecting the entire team.

Internet Junkie

Having a problem with the Internet can be a real pain. It can lead to stress, compulsions, and isolation. In some cases, the internet can even cause physical symptoms like carpal tunnel and vision problems. Using the web can also mask symptoms of depression and anxiety. If you think you have a problem with the internet, take a look at the following list of signs you could be dealing with a digital addiction.

It’s no secret that the Internet has reshaped the way people live. Besides connecting people from around the globe, the Web has also helped create a new type of compulsive behavior. These compulsive behaviors include computer games, instant messaging, social networking, and email. These activities have a significant effect on workplace productivity and can lead to job-related problems. In fact, some research suggests that information overload can even lead to a reduction in job performance.

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The Internet is no substitute for face-to-face interaction. As a result, Internet addicts may withdraw from their usual routines, miss important meetings, and have a hard time focusing. They may use the Internet as an emotional outlet or a sexually gratifying activity. Some people even go so far as to lie about their internet usage.

In the end, the most important thing is to know when to stop. If you think you have a problem, you should seek out the help of a qualified professional. You could also use a mindfulness course to help reduce the disruptive effects of your reliance on the Internet.


Managing problem employees can be a tough task. But not all problem employees are created equal. You’ll need to identify the different types of problem employees in your organization and develop a strategy to deal with them. Whether they’re part of your team or not, they can have a big impact on your company’s morale, productivity, and profit.

There are 17 different types of problem employees, and each one has its own unique behaviors. The book also provides strategies for dealing with each of the seventeen different types.

You’ll get the inside scoop on how to manage your employees, from the best ways to reward them, to how to deal with jealousy, to the most effective ways to communicate with them. Hopefully, the tips and tricks you’ll learn in The Problem Employee will make your job easier.

The book includes bonus features, such as a chapter on managing star performers and the top 10 strategies to managing toxic employees. It also includes a list of the 17 most common types of problem employees.

The most important part of the book is that it teaches you how to tailor your approach to problem employees. The author will teach you how to implement the most effective strategy for your unique situation. He or she will give you a step-by-step guide to using the different tools. You’ll also learn how to address the different types of problem employees, from the most common to the least.

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Using first party consumer data is a key benefit of Upstart. This technology can help lenders offer affordable and competitive access to credit. This is particularly important in the unsecured personal lending sector.

Upstart’s revenue growth has been outstanding in the last several quarters. The company’s adjusted EBITDA beat analysts’ expectations by 85%.

Upstart combines its unique advantages in financial technology with utility-building expertise. This combination has allowed Upstart to source $7.66 billion in transaction volume in the first nine months of 2021. The unsecured personal loan segment is one of the fastest growing consumer lending segments in the U.S. The segment is expected to double from 2021-2024.

Upstart’s capital market value chain allows partners to leverage their assets and lower internal system costs. Upstart’s partners do not need to pay for data collection and reporting. This allows them to keep their loans on their balance sheets, lowering their APRs.

Upstart’s loans have a strong track record of outperforming loss rates. Upstart expects delinquency and CNL rates to fluctuate in the short term, but its long-term delinquency and CNL rates will remain relatively low. Upstart’s fraud rate is also relatively low. Its borrowers have an average credit score 25 points below industry averages.

Upstart’s impairment rate rose from 5% to approximately 11% of outstanding loan volume. This spike was driven by higher participation in hardship programs. Upstart’s impairment rate has been stable over the past five years, but it has been on the rise since the pandemic.

Hot Mess

Managing a team of Hot Mess employees is no joke. These workers are passive, disorganized, and incapable of taking on a task by themselves. Hence, their impact on your team’s productivity will be felt throughout the organization.

To combat this scourge, you have to figure out what you can do to keep the bad guys from taking over your prized resources. The best bet is to have a solid plan in place. You can do this by introducing an improvement plan and timeline and making surprise desk visits. In addition, a little extra training will go a long way.

Another way to avoid the dreaded broom sweep is to have a formal process for approving work and disciplinary actions. To do this, you need to make sure your employees know what you’re looking for and give them a few pointers. You can also get your team members to sign up for a time management class to help them hone their time management skills. You can also get them to check out a website called the Time Management Resource Center to see if they have any problem areas to work on. Lastly, if you want to take this a step further, you can hire a consultant to perform a full analysis of your company’s work flow. These experts will be able to recommend the best practices to implement and offer suggestions on how to improve your team’s productivity.

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Managing different types of toxic problem employees is a complicated task. If you don’t do it right, your team’s productivity and morale can suffer.

One of the first steps is to determine what kind of person you are dealing with. Then, you can start the process of removing the noxious employee from the equation. You can do this in a number of ways. If you aren’t sure which employee to target, you can consult with a human resources expert or a manager who has dealt with the person before.

Another option is to put in a dedicated human resources team. This can help you manage toxic employees more effectively. You can also get more insight from your team members.

It is important to take the time to talk with your employees about their concerns. They may have noticed the signs of a toxic employee long before you did. It’s also important to document each meeting you have with your toxic employee.

You should also consider the impact your toxic employee has on the organization. Whether it’s productivity, employee morale or employee turnover, you need to do something about it.

Depending on the severity of the damage, you may want to cut the toxic employee from your org chart. Or, you can train and rehabilitate him or her.

The most important thing to remember when managing different types of toxic problem employees is to have a strategy. To do this, you need to walk in the shoes of the employee.