Fire Disruptive Peacocks.

Disruptive Peacocks Isolate Other Workers and Damage Company Image.

A few evenings ago I happened to be flipping channels on my TV set and caught a “reality” show involving the termination of a difficult employee. When he was duly fired, he replied, “No one is going to make me change!”

If you don’t mind, too much, I’m going to call that terminated employee a “Peacock” because of his attitude.

During his entire employment history, a short one at that, the Peacock pushed his fellow employees around because he thought he was a tough guy. He acted rudely and was inconsiderate of the feelings and efforts of his teammates. He just didn’t care about his colleagues nor about the company. Certainly, he attracted a lot of attention when he spread his feathers and strutted around, but he accomplished very little that contributed to the values, image, and results of the company. He was a destructive Peacock. He should have been fired sooner, but at least the deed got done. He got fired, and it was because he refused to adapt to the environment in which he was hired. He was just a bad fit. Peacocks who are bad “fits” make for terrible employees and they should be dispatched with as early as possible. The longer disruptive Peacocks hang around, the more overt and covert damage they do to the business. “Nobody is going to make me change!”

What I saw left me incredulous. Peacock proverbially spat in the eye of the tiger. Sure, he acted like a tough guy and maybe he was brash and ignorant enough to intimidate those around him. He just did not understand the RULES OF THE EMPLOYMENT WORLD.

The rules are almost simple enough. If you accept a job you are accepting the responsibility of working to meet and exceed company objectives. You agree to protect the company image and to channel your work and efforts into helping the company exceed its objectives. That’s the contract. Disruptive Peacocks have no place in a company.

A disruptive Peacock, an employee who behaves like an ass, should not be tolerated for even a few weeks. Disruptive Peacocks must go immediately. This Peacock should have been fired sooner at the earliest signs that “No one is going to make me change!”

A while back I wrote a Nugget about “Managerial Ego” [Click Here to read “Managerial Ego”.]  and how it causes executives to make bad decisions which are costly to major corporations or any business for that matter. Here we witnessed “Employee Ego” which causes employees to make bad decisions. Let’s set the record straight.

When YOU accept a job, there is NO PLACE FOR “thinking by ego”.  If you work, or want to work, then it is understood that you will cooperate with employer and employees, work as a valuable team member, and keep focused on protecting the company while helping it achieve its goals in an ethical manner.

Peacock’s statement demonstrates how people put their thinking into the wrong mental pockets. Ego gratification was more important to him than employment. He WANTED A REASON TO FAIL.  [Read my list of why people fail and you’ll understand a lot more about motivations of these types of disruptive Peacocks. Click Here.]

Peacock demonstrates one of the toughest challenges faced by company employment interviewers. How do you screen out potential candidates who may turn out to be a poor fit with company employees and company values?  It’s a tough act and H.R. departments have to do their best  to meet that challenge, but sometimes do get conned and let a disruptive Peacock onto the range. When the con is discovered a rapid termination is in order.

For you, and any friends you care to share this with, there is only one rule if you are seeking a job, or already holding down a job: Don’t be a Peacock!