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POLICE EQUIPMENT NEWS TECHNOLOGY TOP MANAGEMENT ADVERTISER INDEX PRODUCT SPOTLIGHT


20 WORK TRAITS OF FUTURE


PROBLEM EMPLOYEES 1. Stubborn


2. Don’t like supervision 3. Unmotivated


4. No personal growth 5. Minimal work effort


6. No interest in becoming a department instructor 7. No community involvement (on or off duty) 8. Always try to stay below management’s radar 9. Loners (socially isolated from the department) 10. Bitter about being rejected for a specialized assignment 11. Lazy


12. Unrealistic view of their job 13. Not community oriented 14. No professional growth


15. High use of sick time or other leave 16. No department involvement 17. Tend to follow certain supervisors 18. Tend to have personal/family problems 19. Resistant to constructive criticism 20. Not interested in additional training


becoming a problem employee. This concept needs to be made very clear to the future problem employee that to- day’s dedicated effort will lead to tomorrow’s preferred duty as well as to a better performance evaluation and pay raise and that conversely, a slide into worse performance will have the opposite effect.


A very important area to watch for is the tendency for future problem employees to follow certain supervisors and try to stay under the radar of management. Employees in this category often respond well to a new, demanding supervisor. Management should not be afraid to reassign certain employees to a more demanding supervisor who holds employees to a higher level of accountability. Of course, we all realize that the above strategies are not always successful. When this occurs and the problems become worse to the point of interfering with the orga- nization achieving its stated goals, more drastic action is often warranted. Options include reassignment to an area of less responsibility and/or less visibility, reduction in pay/rank, and ultimately separation from the agency.


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EDUCATION I NETWORKING I TECHNOLOGY 62 LAW and ORDER I July 2015


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