HEARD IN THE LUNCHROOM

Most Valuable Worker

Want to be seen as one of your company’s go-to employees? You can start by always finishing your assignments on time and steering clear of office politics, according to a recent Robert Half International survey. Forty percent of the 150 senior executives we polled said that meeting deadlines is the most important characteristic of a team player, while 25 percent thought avoiding office politics was critical.

            Here are some tips for becoming your work team’s most valuable player:

• Be willing to adapt. Don’t be surprised if duties or priorities shift over time, especially during different stages of a project. Be flexible in these situations to not only help the team remain on track but also set a good example for other members.
• Take one for the team. Don’t play the blame game if something goes awry. Instead, focus on correcting the problem and moving forward. Your willingness to acknowledge mistakes when appropriate will encourage personal accountability in others.
• Play fair. Give credit where it is due, and be generous in your praise. Be sure to thank unsung heroes who contribute to a project’s success, especially because there’s a good chance you’ll be working with them again.
• Talk things out. Do your part to minimize office politics by engaging in open communication and fostering an atmosphere of mutual trust and respect.

Getting Along With Your Coworkers?
Chances are you’ve worked with someone you had trouble getting along with at some point in your career. Of the more than 500 workers polled by OfficeTeam, 29 percent said they work with someone who is rude or unprofessional.

Following are difficult coworkers common to many offices and strategies for coping with them:

The Belittler – Belittlers routinely tear others down in order to build themselves up. Put-downs, demeaning remarks and disparaging comments are common trademarks of this person.
Coping strategy: Your confidence is the Belittler’s weakness, and he or she will back off if you stand up for yourself. Try refuting a Belittler’s criticism by asserting yourself, using facts where possible.  For example, if he or she puts down one of your ideas, say, “It’s something that’s worked for X, Y and Z, and it’s also more cost effective than what we’re doing now.” 
  
The Credit Thief – Insecure about their status, Credit Thieves boldly steal your ideas and grab the glory when a project is successful. Curiously, they’re nowhere to be found when things go wrong.
Coping strategy: Keep a written record of your activities and accomplishments. Give your manager regular status reports about the projects you’re working on, and don’t hesitate to correct misperceptions (for example, “Actually, I did the research; John helped input the data.”).

The Saboteur – Saboteurs have a knack for leaving colleagues in the lurch. Similar to the Belittler, they like to make others look bad. Their tactics aren’t always overt, so you may not realize you’re working with a Saboteur until a critical deadline arrives. Then, you find you’re unable to complete your part of the project because the Saboteur has withheld important information.
Coping strategy: Be sure your supervisor or project manager knows the roles and responsibilities of each team member, and insist on regular progress reports so that Saboteurs can’t take advantage of lapses in oversight.

The Rumormonger – Rumormongers like drama and often spread half-truths or lies by talking behind others’ backs. This is an especially dangerous type of coworker because he or she has the ability to tarnish your reputation.  
Coping strategy: The best defense is to avoid engaging in any kind of gossip – remember that anything you say can be held against you. If the Rumormonger starts swapping stories with you, say only good things about your colleagues and excuse yourself as quickly as possible.

Heard in the Lunchroom^SM is provided by Robert Half, the world’s largest specialized staffing firm and a leading authority on workplace and management trends. For more information, visit www.rhi.com.