Managing a dishonest employee who avoids work highlights interpersonal risks that can undermine team productivity and trust
Executive summary: A manager reports dealing with an employee who consistently lies and does not perform her work, asking the worker to stop mentioning the manager’s name. Such behavior erodes trust, reduces team output, and may necessitate formal HR processes to address performance and conduct issues.
Who is involved: The manager (unnamed), the subordinate employee, and potentially HR or organizational leadership.
Likely next: The manager plans to continue addressing the employee's behavior through direct communication and, if needed, formal HR processes.
The MarketWatch piece describes a manager confronting an employee who repeatedly lies and fails to complete assigned tasks, seeking to stop the worker from mentioning the manager’s name. The anecdote illustrates how unverified statements and lack of accountability can disrupt workplace dynamics. It underscores the importance of clear performance documentation and timely managerial intervention to mitigate such behavior.
Timeline
- — I’m managing a pathological liar who never does her work. How do I deal with her? (MarketWatch)
- — Where are all the new jobs? Hiring slows again — and it probably won’t speed up soon. (MarketWatch)
Sources
- I’m managing a pathological liar who never does her work. How do I deal with her? — MarketWatch
- Where are all the new jobs? Hiring slows again — and it probably won’t speed up soon. — MarketWatch
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