Lying Co-Workers: Denials and Cover-ups

You know you have family members who you just can't be around you for long because they are liars, but sometimes co-workers can be just like that too!  From lying about who stole lunches out of the breakroom fridge to personal purchases using the corporate credit card, these lying co-workers do nothing more than cause unnecessary tension at the workplace and eventually cause good workers to look for employment elsewhere!  If you suspect you are being lied to by a co-worker or many co-workers, here's what you do.

Document and gather evidence.

Before you can make an accusation, you must have evidence and proof that the liar is guilty.  The day the act happened, time and date, video image(s), conversation with or between others about questionable acts, witnesses who saw the act, financial statements that show someone lied, days the guilty employee was supposedly working, personal days off while participating in act impacting the company, etc.  No amount of complaining to Human Resources, managers or supervisors will do much if you have nothing.  However, keep in mind they too might deny, lie and cover-up when they are friendly with the lying coworkers.  So document what they told you as well like a refusal to believe that what was said was true.

Confront the liars with witnesses present.

You don't act like a lawyer in the courtroom when confronting them but rather you simply ask, "What happened to the lunches that were in the fridge last week?  Where are the receipts of those purchases you made using the corporate card?  Now where might I find those items?"  Liars deny everything, so what you will do next is either share what you know with management or if you are in a leadership role hold a meeting and present evidence.  The witnesses, some who might even be a bit bias, will have nothing to do but just stand there.  Busted!

Note the consequences.

Was there any action taken for rule-breaking?  If not, note your observation and keep it handy for when business owners, presidents, or other significant leaders come to town.  You can also send information along with attachments via email prior to their arrival or simply make a phone call.

Plan your future.

When you have observed that management has no intent to investigate a matter, handle a situation, or rather lie too, cover-up, or deny something had occurred, then you escalate the matter.  If nothing is being addressed from top leaders, start looking for another place to work. Chances are there is a nest of more corrupt things going on you have yet to uncover.  No job is worth putting your good name, health or freedom in jeopardy!

Nicholl McGuire is the author of What Else Can I Do on the Internet? and other books.

Leadership Falling Out of Love with Staff

When you first started working with your staff, you were confident in your choices.  It appeared like everyone got along and work was getting done, but in time things changed.  You noticed that one tends to be argumentative, another has a troubled personal life that trickles into the work place periodically, and others make up their own hours and do personal business on company time.

Your love for the staff you brought on board has faded away.  You tried to excuse their behaviors while suppressing your thoughts about them.  You talked with each about their weaknesses and strengths, but your meetings only caused more tension.  You even felt guilty at times for how you felt, the tone of voice when you explained things, and made up for your actions or inactions on matters by gifting your staff.  Yet, despite everything you have done, you wish your staff to be different.

It happens; leaders everywhere experience great frustration with staff.  They do almost everything to motivate their workers to do better at the workplace.  However, when bridges have been burned, negative attitudes appear to be going nowhere, and anger between staff members steadily rises, it is time to do what many leaders hate, put seeds in their heads about going elsewhere before one has to terminate each.

From mentioning other places to work in casual conversation to systematically leaving certain staff out of projects, some leaders know how to gradually end their loveless relationships with employees.  You might have to any one of the following things to better workplace relationships or end them altogether.

1. Express how you feel to each staff member about his or her actions or inactions at the workplace.
2. Let your staff know that you will be making changes in the near future if they should not do any better.
3. Outline what it is you expect from them and follow up.
4. Set a timeline on when you need to get things done.
5. Don’t hesitate to reprimand the most troubled of the group in front of others when he or she is being argumentative.
6. Show appreciation when you observe staff making changes.

Oftentimes there are no easy solutions when a staff has gotten away with so much over a long period of time.  Some may have established connections that might reverse the tables so that it makes you look like you are the bad guy or gal for your criticism.  Re-evaluate how you manage your staff, be sure to have others at the workplace or those in waiting in the background who know the positions of those you plan to terminate.

In time, the love for your employees will return, but not in the same way that it once was.  You will find yourself wiser, more observant, less emotional or connected to them having gone through this experience.

Nicholl McGuire

Early Edition: How employers can win 'talent war' for highly-skilled workers - Phillippines

Are You Giving Your Favorite Employee Too Much Power? Worker Favoritism

You respect his or her advice, enjoy talking with him or her about workplace challenges, and often use the favored employee to assist you with a number of projects.  However, he or she is not a favorite among other leaders or workers and is not experienced enough to do certain things.  Besides, once superiors find out there is evidence of worker favoritism you or someone else just might be out of a job.  

There may have already been some employees who have warned you about favoring this person, but you don’t see what you could be doing that might be creating some tension at the office.  A moment of self-reflection and a few changes could bring your employees’ concerns to a halt.

One.  Have you put the so-called favorite employee in charge of something that he or she is not equipped or experienced enough to handle?

You may have failed to inform others what your plans are in detail.  Therefore, they wonder what might be going on that you would put someone inexperienced in charge.

Two.  Have you ever asked the favored employee to spy, lie, or do other things that caused your least favored team members discomfort?

If so, there just might be a bit of cocky confidence exuding from that favorite employee which is leaving people feeling sore.  Don't be surprised when the people rise up and want to throw your favorite over the boat or out the door.

Three.  Have you found projects for this person to do that has over-step boundaries in other departments?

Making this person feel like he or she is more superior than others was your first mistake and now he or she feels like one is the head of everyone and everything.  In time, the individual will be dictating you too!

Four.  Have you let this person come in late, leave early or take days off whenever he or she wanted?

Well that's just not fair.  No matter the reason, workers are watching and they ain't happy.  What are you going to do about this blatant favoritism?  Many leaders lost great team members over little things like that.  Favoritism creates division if you haven't noticed by now.

Five.  Do you find it difficult to explain your favorable actions toward the worker to other employees?

Business and pleasure just don't mix.  Employees figure out there is more going on than meets the eye why else are you doing so much for a single individual and so little for a group, huh?

The more you give to a person, like a spoiled child, the more they will want.  Are you prepared for the backlash when you no longer favor this worker?  Something to think about.

Nicholl McGuire 

Crazy-making Co-Worker Driving You Crazy? 6 Tips to Help Get Him, Her Out of Your Hair

When you have a crazy-making co-worker, there are many things you can do rather than just deal with "the issue" on a daily basis.

1)  Confront the co-worker on what is bothering you only after you have reported the issue to human resources or a supervisor or manager who doesn't particularly care for him or her as well.  If you confront prematurely, the co-worker can flip the script and tell someone you are the problem.

2)  Document the times and days the co-worker is saying and doing things that bother you.  Be sure you have this information before you bring up to those who can help alleviate the situation.

3)  Question the co-worker about why he or she does the offensive thing.  Note his or her response.  For instance, if he or she is often tardy and is impacting your work, ask if the individual can start showing up on time.  If there is a reason or many reasons for the chronic tardiness, then note his or her response.  If it continues to happen, you will need to notify management and request that he or she show up to witness the chronic tardiness.

4)  Explain how the offensive behavior is making you feel.  Of course, a nonchalant co-worker is going to continue with the negative behavior, so escalate the matter.  If nothing is addressed, begin looking for other employment.  You might mention to a supervisor or manager, something like, "I no longer feel comfortable coming to work due to the following..." be sure this is in writing.  If you are a good employee, the manager most likely would not want to lose you and will deal with the matter.

5)  If there are witnesses, ask them if they could share what they have observed to management.  They may have already discussed what they don't like to the co-worker and he or she just ignored them too.  Getting others to talk about what they are witnessing/experiencing whether good, bad or otherwise is one way that gets results sooner rather than later.

6) Request to change your work schedule or be removed to another area or department.  If it is feasible and you really like the company, discuss with management about making adjustments to your schedule or work location.  This also puts management on notice that there is something ongoing that is causing the change and it is then that a caring authority figure will question why the sudden change.

Whether a co-worker is annoying with daily story-telling or crazy-making when it comes to not completing tasks, whatever the issue, it is always better to watch, document, confront and share rather than keep everything bottled up inside.  Too often irritating managers, supervisors, and co-workers end up remaining at jobs because no one either bothers to speak up and/or escalate matters; instead victims either find themselves terminated due to the annoying co-worker manipulating the situation against them or quitting a job.

Keep in mind the crazy co-worker may know he or she is the least favorite and will attempt to fault-find, be sure you are performing your job well and you have people around that will support you.

Nicholl McGuire is the blog owner and author of these workplace journals.