What organizational monsters are lurking around your organization or business? If so, what has been done to address them? Do you want to hire the monster that suddenly appears after their probationary period is over? Of course, any sane person would say they don’t want the monster from the sand as an employee.
The monsters are real
Yet these monsters exist across a wide spectrum of organizations including small business, large corporations, government, non-profits, and politics. Who are these people and how are they made? Unfortunately, business owners, managers, and supervisors create organizational monsters because they refuse to address difficult personnel issues.
Scarecrows and Sammy the Sand Beast
It is important to realize that not all troublemakers have the same grotesque features as the monster like piece of driftwood in the picture above. I believe most organizational monsters are more like scarecrows in a corn field. They smile at everyone while seeking to destroy your business or team from within.
These individuals are adept at charming hiring managers and supervisors. However, as time quickly passes the true nature and character of Sammy the Sand Beast begins to show. Sammy manipulates and backstabs other employees but continues to smile at the supervisors who believe Sammy is the best.
Rising from the sand
Once Sammy is comfortable and entrenched in the organization, he begins to display poor behavior towards his boss Stanley. Naturally, this angers Stanley, and he complains to anyone who will listen. But does Stanley confront Sammy about this unacceptable behavior? No, because Stanley is afraid of Sammy. To make matters worse, Stanley writes glowing evaluations on Sammy thereby contributing to the growth of the monster. Meanwhile, the morale and motivation of other employees begins to spiral downward because they see what is taking place with Sammy and they know he has become untouchable.
What happens next?
- Sammy’s pattern of behavior continues, is not addressed, and contributes to ever declining employee morale and turnover.
- Employees get angry at Sammy and begin to express this towards him while potentially creating a volatile situation that will not end well.
- The employees who do just enough to get by will see that Sammy’s behavior is not only accepted but rewarded and they too will begin doing the same thing.
Courageous Chuck
Stanley had enough of Sammy and quit, and the organization hired a new boss, Courageous Chuck. Not long after the new boss arrives, Chuck understands what has been taking place, and begins to address the issue with Sammy. However, the Human Resources Department tells Chuck that Sammy has had glowing evaluations over the years, therefore it is going to take time to rid the organization of Sammy. And by the way, HR says to be careful because Sammy might get a lawyer.
I have seen the above patterns play out and frustration becomes the word of the day, week, month, and year. The scarecrow with the smiling face is nothing more than a straw figure masking the grotesque Sammy the Sand Beast seeking whom he may devour and destroy.
Do you have someone like this in your organization? If so, is that person’s behavior dealt with or is it rewarded thereby contributing to the growth of the monster? Do you and your supervisors know how to handle Sammy the Sand Beast? I can help you with this problem through our extensive leadership training for supervisors. Reach out to me at info@impactusleadership.com and visit my website at www.impactusleadership.com to learn more.
