Understanding the Sly Employee

Some employees may make it their mission to outsmart you, but what drives their behavior? They may be shy, reluctant to ask for better assignments or more responsibility, and feel left out, ignored, and not part of what’s going on around the office.

Source: cdn2.psychologytoday.com

These employees may feel that their opinions don’t count or hold much weight, leading them to act out in a clever manner. They may create problems for the sole purpose of being praised for their brilliance in solving them.

Identifying the Sly Employee

Glenda, for instance, may be a clever and hardworking employee, but her actions may raise suspicions. You may wonder if she’s resorting to deception, especially when she jumps in to straighten out a twisted contract with a client.

On the other hand, Glenda may be thinking, ‘I’m not getting anywhere in this organization. The best jobs are still going to those who have been here the longest. Good work isn’t enough to get noticed. Where can I spark a little calamity so the boss can see for himself how handy I am when it comes to resolving difficulties?’

Strategies to Regain Control

To put their quick thinking and shrewdness to work for you, not against you, try these strategies:

1. Plan More Discussion When Giving Feedback

Throw them a challenge to find and fill gaps in the process. Let them know that you value their perspective and encourage them to think creatively.

For example, you could ask, ‘How do you think we could improve our process to make it more efficient?’ or ‘What are some potential solutions to this problem?’

2. Establish a Better Recognition System

Give them the credit they have earned and be sincere with your praise. You may need to give more frequent praise, after each step, or tie accomplishments to financial incentives or paid time off.

For instance, you could say, ‘Great job on completing that project! Your hard work has really paid off. Let’s discuss how we can reward you for your efforts.’

3. Help Workers Move Out of Their One-Specialty Rut

Tie training to personal goals and ambitions. Give them time each day to brainstorm and think creatively. Offer cross-training opportunities so they can learn more about different yet related jobs within the company.

You could say, ‘I see that you’re interested in learning more about marketing. Let’s schedule some training sessions for you to learn more about our marketing strategy.’

4. Keep Your People Informed

Tell them what other departments are doing. Explain how their work fits into the total picture and why their efforts make a difference.

For example, you could say, ‘Our sales team is working closely with the marketing team to launch a new product. Your role in the product development process is crucial to its success.’

5. Reinforce Positive Behavior

State the problem and explain what has to change in measurable terms. Record progress and praise good results. Be consistent and stick to your word.

You could say, ‘We’ve identified some areas where we can improve our process. Let’s work together to implement these changes and track our progress.’

Conclusion

By understanding the motivations behind the sly employee’s behavior and implementing these strategies, you can regain control and put their quick thinking and shrewdness to work for you, not against you.