Forget ‘stand still’ – ‘senior employees’ kill morale in the workplace

For two years, employees have embraced the concept of a “quiet quit,” as they reject a busy culture and prioritize work-life balance.

But for a long time, you may have known colleagues who are the “noisier cousins” of quiet spenders – sometimes called “loud workers”, a term coined by André Spicer, professor of organizational behavior and dean of Bayes. Business School.

These are employees who place more emphasis on making their work known, rather than “focusing on the work itself,” says Nicole Price, a leadership coach and workplace expert.

“They use different methods of self-promotion, talking more about what they are doing or planning to do rather than getting on with their activities.”

According to Price, there are two easy ways to tell who a high worker is: You don’t see a lot of work being done, and they talk “an awful lot” about the work they do. “doing.

“Senior employees are often very politically aware and are very active on professional social networks, where they publish their activities and achievements,” she said.

Vicki Salemi, a career expert at the job portal Monster.com, makes the difference between someone who confidently asserts themselves at work and a senior employee: “The first person chooses and ‘ choose when they should speak to give an impression of their work. ”

“Although the latter may attract attention and like to hear themselves talk even when it was nothing extraordinary, they were just doing their job,” she said.

Why are senior staff there?

“Believe it or not, some people talk too much about their achievements – or lack thereof – because they lack self-esteem or are insecure, so they exaggerate compensation,” explained Price.

“Also, some people are motivated by external rewards and recognition rather than the satisfaction of the work itself. This can lead to a focus on visibility and self-motivation to attract these rewards.”

Salemi pointed out that these workers may feel the need to constantly self-promote because they do not receive recognition or attention from bosses or colleagues.

“Or it could be the other extreme: they are very confident about their work and they brag about it, but here’s the thing – there are famous actors, but usually not every project boasts every day is great,” she said.

Unfortunately, if you’re a senior employee – CNBC Make It experts told him that this kind of behavior won’t go down well with everyone.

“To constantly toot your own horn can be intimidating and turn people off, especially your peers,” Salemi said.

Additionally, a 2021 study found that a self-promotional climate within work groups can “reduce work group cohesion.”

Senior employees can create a work environment where visibility and self-promotion are more valued than actual results, which employees who are quieter or prefer to let their work speak for itself, Price said.

“Constant self-promotion can create a sense of competition rather than cooperation,” she said.

“This could lead to an imbalance in effort and recognition, which could have a negative impact on team morale.”

While senior employees in the workplace can be irritating, it’s important to set boundaries as best you can, Salemi said.

“If you’re leading a team call or participating in one and your colleague won’t be quiet about something inappropriate… you can say, ‘I want to be aware of her time everyone – we’ve only got 10 minutes left, so we’ve got to get down to business.”

For Price, high performance is persistent in a workplace because such behavior is rewarded or validated by leadership.

“A leader can ensure that each team member is evaluated on their own performance and not just their ability to promote themselves,” she explained.

“This encourages everyone to focus on their work and helps ensure that quieter team members are recognized for their contributions.”

Here’s what she suggests companies and leaders can do to deal with senior employees in the workplace:

1. Recognize effort, not just show

Often it is the quiet and unannounced work that keeps a group going.

Leaders should look beyond the noise and recognize what those who may be less vocal about their work. This promotes a culture where productivity and real results are valued, not just visibility.

2. Understand different work styles

Some are more vocal about their efforts, while others are quieter and more focused on the tasks at hand.

A good leader should value and recognize both approaches, recognizing that different styles can contribute to a diverse and effective team.

3. Communicate and Provide Feedback

If you notice a team member who consistently emphasizes their work more than actual results, talk to them about it, Price advised.

Provide constructive feedback that promotes a balance between self-motivation and productive work. This not only helps the individual, but benefits the entire team.

Don’t miss: ‘Nice’ workplace culture may be more toxic than you think, says this NYU professor
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