Maladjusted employees can have a significant negative impact on a workplace. They often suffer from low morale and perform tasks too slowly or improperly. They also experience high levels of stress that can impact job performance, as well as their relationships with colleagues and supervisors. Worker maladjustment may occur for a number of reasons.
Every company, even a smaller one, has its own culture. Some workers may have difficulty adjusting to a company's culture, especially if they came from one that was completely different. They may feel uncomfortable with aspects, such as the company's dress code, methods of communication or simply how employees treat or interact with one another. If the employee is unable to adapt, he may feel like a misfit and grow disenchanted with the company.
Employees who receive inadequate initial training may never feel completely comfortable with their job and the company. Poor training can also lead to mistakes that could jeopardize an employee's standing with the company. The inability to perform a job properly can lead to frustration and stress, as well as a negative attitude toward co-workers and supervisors. For experienced employees, inadequate training on new policies or processes can make it difficult for them to adjust to organizational change.
Employees who view the demands placed upon them by supervisors as too lofty or unreasonable may become maladjusted. They may be required to work long hours to meet the demands, which can create high levels of stress and eventually lead to burnout, as well as negatively impact their family lives. These workers may also begin to resent colleagues they perceive as shouldering less of the burden, especially if they feel the colleagues are receiving preferential treatment from management.
Poor Job Match
Some employees may be poorly suited for their position. An employee who is transferred to a position offering fewer responsibilities may feel that her new role is demeaning and may have difficulty adapting. In contrast, other employees may be promoted to a position for which they are poorly prepared, a concept referred to as the "Peter Principle." Workers who find themselves overwhelmed by a new role may quickly become frustrated, and may fail to adequately adjust without proper mentoring.
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