When it comes to your colleagues, you know that—while there are plenty of great ones you’ll encounter throughout your working life—there are also plenty of annoying ones who will serve to make your time in the office that much tougher.
One of the worst (aside from the person whose lunch diet seems to consist of only tuna fish and hardboiled eggs)? The fake co-worker.
You know the type, right? He says one thing to your face, and then something totally different behind your back.
It’s frustrating—there’s no denying that. And, even further, it will often leave you wondering exactly how to deal. Should you paste on a smile, pretend nothing is happening, and be just as phony as him? Should you confront him head on? Should you go to your boss?
Well, as always, a lot can depend on your individual situation. But, regardless of your specific circumstances, these five tips should help to guide you in the right direction.
1. Confirm Your Suspicions
Before you run off the rails and confront that person with smoke coming out of your ears, it’s important to check your sources first.
Do you know for a fact that your co-worker is being malicious and two-faced—meaning that you witnessed it yourself? Or, is this something you heard through the grapevine?
You already know that office gossip can spiral out of control in a hurry. So, rather than acting on assumptions and jumping to conclusions, make sure that you have your facts straight. That simple act alone will save you a lot of headaches and plenty of unnecessary drama.
2. Get Some Space
Alright, so you know for certain that this colleague of yours is fake. Despite her smile and friendly demeanor, she’ll throw you under the bus the second you turn around. What now?
It’s important to create a little bit of distance between the two of you. Since you’ve confirmed that this person is indeed insincere, engaging in office chatter by the vending machines won’t do you any favors.
Instead, make your best effort to have some space. You don’t need to be blatantly rude or cold. But, avoiding being totally buddy-buddy and limiting face-time will ultimately give her less ammunition to use against you.
3. Keep Records
The last thing you want to do when you’re dealing with a fake co-worker is find yourself smack dab in the middle of an awful game of “he said, she said.”
So—call it paranoid—but it’s important for you to keep accurate records of anything negative, misleading, or mean-spirited that occurs. Whether you end up approaching the person directly or having a discussion with your superior, that supporting documentation will come in handy when you need to add more legitimacy to your complaints.
Try to correspond with that colleague using email as much as possible—that’s a surefire way to confirm that you have important things in writing. If something happens during a spoken conversation? Jot down the date, time, and a description of what occurred.
Yes, I know it can seem like a bit of overkill. But, when you feel like you’re dealing with someone who’s out to make your life that much harder, you really can’t be too careful.
4. Have the Tough Conversation
You could likely deal with the occasional backhanded comment. But, if your issue with this employee seems to be ongoing, it’s time to have an honest conversation.
Your best bet is to start directly with the person who’s causing the problem. Request to schedule a sit-down with him or her where you both can have some private and quiet space to talk—you don’t need this to turn into a recess-fist-fight scenario. Instead, just bring up the behavior that’s been bothering you.
Perhaps she’ll be so taken aback by your direct confrontation that she’ll apologize immediately and you both can move on from there. More likely than that, though? She’ll deny it profusely. That’s frustrating, but you can take comfort in the fact that you’ve made your point and proved that you won’t just roll over and be treated poorly.
What if things don’t improve after your frank discussion? Then it might be time to bring your concerns and documentation to a superior. Nobody wants to be a tattle-tale, but you also don’t deserve to have to keep tip-toeing around this person.
5. Avoid the Revenge Trap
Whether things improve or not, it can be more than tempting to want to get your revenge. It’s only fair that he gets a taste of his own medicine, right?
Wrong. As alluring as that siren song of sweet retaliation can be, it’s important that you always put your best foot forward in the office—rather than taking the knife out of your own back only to use it on someone else. Your co-workers might not always be moral and ethical, but you don’t need to subscribe to that same philosophy.
Needing to cope with a fake co-worker is never fun. But, unfortunately, it’s likely one of those things you’re going to need to do every now and then.
As long as you’re able to keep your distance, cover your own bases, have an honest conversation, and—of course—rise above, you’ll be much more likely to handle that sticky situation with professionalism and politeness.
The greatest danger for most of us is not that our aim is too high and we miss it, but that is it too low and we reach it.Michelangelo
Leading businesses need more than hard work and solid results right now. They also need a pipeline of talent that will drive future success.
That is why many organizations evaluate employees on not only their current performance, but also their future potential.
According to a study developing high-potential employees can deliver a big boost to a company’s bottom line.
Not only that, star performers can bump up a team’s performance by as much as 15%. And as you would imagine, the reverse is also true.
Turnover is never fun, especially when it’s your high-potential faction of talent heading for the door.
But how do you identify high-potential? Isn’t it the same thing as high performance?
Let’s take a deeper look at the difference between potential and performance, and what characteristics to look for to help tease out your future top talent.
The difference between potential and performance
Future leaders, rockstars…
Potential is that elusive — almost magical — HR intangible that separates a good employee from your next generation business visionary.
Performance, on the other hand, is simply how well (or poorly) a person is doing their job.
While potential and performance are definitely related, they aren’t perfectly correlated.
Don’t get me wrong, I’m not saying you should overlook performance. Past performance is always the best indicator of future performance. But there is more to future performance.
The point I’m trying to make is that, as much as we wish there were a clear-cut path to bringing out the best in our people, it’s just not as simple as, “Promote X employee after 5 years of great and outstanding work”.
The truth is, in order to reach peak performance, everyone needs opportunities to stretch and test their skills — and they deserve them, too.
While many high performers may be totally satisfied in their current roles, a high-potential employee is much more likely to seek out a totally new task, or be eager to take a much bigger step forward (or upward) into management or another role where there’s plenty of room to learn and advance.
Six core characteristics of high-talented employees.
1. Engaged and driven
Most high-potential employees are highly engaged in their field, industry and/or company.
Whether that extra layer of passion comes from an intrinsic drive, a set goal, or just a genuine interest in their work (hopefully, all three!), high-potential employees are like hot air balloons — to reach new heights, they need a little fire inside.
High -potential employees can be so ambitious, they “realize they may have to make sacrifices in their personal lives in order to advance.”
You’ll recognize your high-potential employees as the ones who are always willing to stay late or come in early. But beware. Burnout is like kryptonite for employee engagement, even among your high-potentials. Employees with a bit too much drive might need some help keeping a balance, before they burn out and head for the door.
A high-potential employee might not be everyone’s best friend, but they probably won’t be lone wolves either. But let’s pause for an important distinction here, in HR circles, when we talk about “high-potential employees”, we’re often talking about candidates or employees who can move up the ladder into a leadership role — and as with any leadership role, your ability to work with people is crucial.
There’s just no cure for incompetence.
Beyond being good with people, high-potential employees are undeniably capable.
High -potential employees are not only able to do the job, they can also handle more complex tasks and questions, and are able to step back and think critically about those tasks.
4. Interested in deep growth
This characteristic can be phrased many different ways, depending on who you ask.
Whatever you call it, at the core of the idea is a person’s interest for deep growth. Employees who are eager to uncover new knowledge and opportunities beyond an established capacity or business “comfort zone” are typically excellent at finding profitable areas to expand into.
Curious, able, sociable, and driven are all wonderful things to be — but for many, these characteristics can come with a hidden tendency to bite off more than you can chew.
Enter the “dynamic sensors.”
Employees with dynamic sensors have the uncanny ability to see the difference between the tasks that yield reward, and those that are pure risk. “Their enterprising spirit might otherwise lead them to make foolish decisions, but these sensors help them decide, for example, when to pursue something and when to pull back,”
At the end of the day, achieving high performance on the right things, is what moves a company forward.
Lavoro senza presupposti contrattuali , mancata retribuzione, mancato pagamento dei contributi, mobbing ed altre azioni irrispettose /o illegali nei confronti dei lavoratori dipendenti.
Nel nostro paese, l’ente preposto a vigilare sulla correttezza delle condizioni lavorative è appunto l’Ispettorato del Lavoro.
In questa guida sull’ispettorato del lavoro cerco di spiegare osa fa, quali sono i suoi compiti, cosa fare se si è sottoposti a ingiustizie, come denunciarle, cosa succede in seguito alla denuncia o al controllo in azienda se gli ispettori constatano l’infrazione ed infine come funzionano le denunce anonime da parte del dipendente.
Cos’è e cosa fa l’ispettorato del lavoro.
E’ un organo del Ministero del Lavoro, formato da funzionari che possiedono il titolo di agenti di controllo giudiziari, con il preciso compito di controllo e vigilanza in materia di diritto del lavoro.
Alcune delle attività mirate nell’espletamento delle loro funzioni:
Controllare la lealtà della relazione tra datore di lavoro e dipendenti.
Verificare la legalità della relazione, sotto il profilo contrattuale e previdenziale.
Intervenire a tutela del lavoratore.
Se nel contesto lavorativo sussistono delle situazioni di illegittimità e/o ingiustizie, si può sporgere denuncia presso il Il sito dell’ispettorato del Lavoro.
I casi di denuncia più frequenti:
L’impiego di lavoratori in nero o con contratto irregolare.
La mancata retribuzione.
L’omesso versamento dei contributi INPS.
Il mancato rispetto di quanto indicato in busta paga.
Il mancato rispetto degli orari di lavoro, che si prolungano oltre quelli stabiliti dal contratto.
Il mobbing subìto.
In tutti questi casi, la legge prevede delle pesanti sanzioni penali e amministrative a carico del datore di lavoro.
La denuncia datore di lavoro
Si può sporgere denuncia presso l’ispettorato del lavoro della provinciale . Ai funzionari preposti vanno indicati i seguenti dati:
Qualifica e mansioni svolte.
Dati del responsabile risorse umane/ amministratore.
Il contratto di assunzione.
Le ultime buste paga.
Tutte le prove documentali.
Dati di eventuali testimoni (colleghi di lavoro, clienti, fornitori.)
L’ispettore provvede quindi a stendere un verbale, da controfirmare.
Iter in seguito alla denuncia
L’ispettorato prende in carico la richiesta e avvia una fase, detta di conciliazione, tra dipendente e datore di lavoro, allo scopo di trovare un accordo tra le parti.
Nel caso in cui viene constatata grave infrazione
L’ispettorato può avviare subito un’ispezione (quindi senza passare per la conciliazione), se i fatti denunciati:
Hanno rilevanza penale.
Toccano anche altri colleghi.
Riguarda fenomeni irregolari già conclamati nel territorio.
Riguarda irregolarità contributive e assicurative.
Se dall’ispezione, i funzionari constatano l’irregolarità, provvedono a comminare al datore di lavoro la sanzione prevista dalla legge.
La denuncia anonima
Quali sono i rischi
Purtroppo alcuni lavoratori, pur subendo ingiustizie o lavorando in situazioni irregolari, rinunciano a denunciare, per timore delle ritorsioni e della perdita del lavoro.
Ciò nonostante lo stesso Ministero del lavoro sancisca che le dichiarazioni dei lavoratori debbano rimanere segrete (D.M. n. 757/1994). Sulla segretezza di queste dichiarazioni si è pronunciata a favore anche la giurisprudenza (Consiglio di Stato sent. n. 736/2009).
Especially in the workplace, some people appear to be intelligent, but usually, these individuals are more ignorant than smart. There are ways to tell.
Have you ever met someone who seemed to know everything? Well, if you’re a bit naïve or just young, you might believe the things they say. However, if you use your head, your actual intelligence, and experience, you might find that these are actually ignorant people. My article below is trying to put emphasis on bad managers….
Are these people intelligent or ignorant?
I’ve personally been in the company of a few people who just weren’t as smart as they proclaim. And yes, when I was young, I fell for their self-proclaimed smarts. Now, I am older and I can sense when someone has no clue about their so-called facts.
Let me show you how you can tell the difference between truly intelligent individuals and those who are just ignorant and uneducated people.
One of the most common ways to fake intelligence is by trying to prove it. People who present themselves as intelligent, and push their form of intelligence on others are actually not that smart.
I’ve seen people who always seem to know facts about things they’ve never encountered or known. They put on a show and try to convince everyone of their authenticity. They want to be seen as smart, but the truth is, they’re not. If you’re not careful, you can also fall into this trap.
Not thinking of the future
Most people who pretend to be smart will always live for instant pleasure. Yes, it’s great to enjoy every day as it comes, but it’s also just as important to think in the long term.
Ignorant thoughts of people revolve around what they can get now and not what the future holds. They usually don’t have a plan “b” either, which also involves preparing for altered paths….which will also be governed by what the future brings.
Always make sure you balance thoughts of now and thoughts of the future as well. This boosts your intelligence.
Own principles never applied
People who are ignorant but think they are smart are prone to neglect responsibilities. These are not just ordinary responsibilities, these are tasks and principles they have set for other people in their lives.
For instance, if they preach about being honest, and yet they tell lies, they are just not smart people. On the exterior, however, they project that they are really intelligent in their speeches for change. Listen up! Be honest and you will be 10 times more intellectual.
No sign of critical thinking
Those who give advice but do not look within are devoid of critical thinking. Critical thinking is when you ask yourself if you’re doing the same things that others are doing.
If you are offended by someone’s insults, then ask yourself, “Do I insult people as well?” If you don’t ever do analyze your own actions and words, then you’re not as intelligent as you think, and you sure don’t let people know this fact.
Enjoy dramatic events and relationships
When ignorant groups of people get together, they enjoy gossip. Most of this gossip revolves around the drama that happens in their lives, whether it’s about work or something at home.
You can see the lack of intelligence as they laugh about the misfortune of others. What they fail to understand is that this same misfortune or something similar can happen to them as well. But they just don’t have the intellect to consider this fact.
Listen less and speak more
Those who are really ignorant types of people just have to get their point across all the time. When they’re with friends or family, they tend to hog the spotlight will tales of their accomplishments and good deeds.
When others want to talk, ignorant individuals often interrupt and change the topic back to the same old story they’ve been telling.
Smart people listen, I mean really listen to what others have to say, giving room to hear and yet develop their own thoughts and opinions quietly. So remember, listen and learn.
Envious of other
Ignorant and selfish people are often jealous of others. I don’t necessarily mean jealousy as in relationships. They are jealous and envious of the accomplishments of others.
Instead of striving toward their own goals, they often copy or try to steal recognition because of their envy. It’s the ignorance that’s hidden by the attempt to seem smart in their endeavors.
They will definitely take credit for their behavior in this area. Just be happy for others and focus on your own accomplishments.