how does one best control undisciplined workers who are being a bad influence of the whole office?

Question

One or two workers are constantly trying to go against rules ecc. Problem is that they know that nothing can happen to them as the rules regarding the effects of eg indiscipline, have never been used before. Furthermore, all the staff know eachother well and have been together for years. Another problem is that the person who is supposedly next high up, works in another office and, though he knows about all this, has repeatedly shown that he does not want to take drastic action. This leaves the person in charge of and in contact with these workers, in a dilemma.

Answer 1

As you know, all workers want to do a good job. Some workers, however, have a distorted understanding of what good work is. Some workers see themselves as heroes to the flock by being contrary to the Establishment, while getting away with it. They see themselves as clever. Punishment does not work, as it enhances their standing among the troops. I would recommend trying another approach. You should try to find out what is important to these folks, then become a champion of their cause. They will respond by helping you out and not working to sabotage you on the job.

Answer 2

I feel for you. I too have been employed where some were given the go ahead on bad behavior. My answer is as long as it doesn't directly affect my work or my standing w/the company I'd let it go. You can either let them get to you or you can consider them the stuff you scrape off your feet when you take a walk in the cow pasture. It is up to you to determine how others affect your work life. If your not satisfied with the response from the in charge boss then take a risk and go over their head. It may cause you trouble however, it just may get the ball rolling towards the direction your looking for. Best of luck w/that.

Answer 3

The only thing that I could tell ya is that you need to start implement the disciplinary rules in the workplace. They are just as important as any other rules. Use an employee warning system with up to 3 warnings. After that, you'll just have to cut them! Also, hold weekly or monthly emplyee meetings to discuss problem areas and encourage employees to fix them themselves. This allows more involvment in the office and bussiness and may give the employees a reason to behave. A rewards and punishment system also works well. Offer rewards (like vacation or personal time) for good behavior and punishments (like pay-cuts and leave-time cuts or even leave w/o pay) for bad behavior.

Answer 4

while the higher ups don't seem concerned and there's a history of tolerance in your workplace, I always document misdoings so that should I ever need to back up my disgruntlement , I have documentation. I work in a similar situation and up until the arrival of myself (a manager) and my supervisor (deputy director), there was no consequence for bucking the system other than perhaps a bad review (which usually only resulted in more severe disruptions)... now we have instituted a progressive discipline policy that means first we will address the behavior verbally, then in writing and three strike and you're out, baby... it IS a place of business, after all, and personal weakness as disliking confrontation or wanting people to like you isn't the way to run a place of business...bad behavior affects the entire workplace even when my work isn't directly impacted... the energy changes when there's dissension and resentment...

Answer 5

Whoever is in charge should talk to them and state that there is a no tolerance for breaking the rules. And the next time it happens, tell them they will be let go. That type of behavior can be extremely detrimental to those who are serious about their work.