19 Reasons for Chronic Underperformance
By: Christine Hammond, LMHC, NCC
By the mid-40’s certain aspects of a person’s personality
become very apparent. One of these things is work productivity. While there can
be socioeconomic reasons for underperformance, after twenty years, a person is
able to rise above even the most difficult of times. There is a warning
however, being productive and being successful are not the same, so this not
about accomplishment.
Nor is this about a teenager or someone in their twenties. For
them, underperformance may simply be lack of motivation or inspiration. But by
a mid-age, some things should have been resolved. Erik Erikson’s Eight Stages
of Psychosocial Development identifies Generativity vs. Stagnation during this
period which can result in a mid-life crisis. So this is intentionally about a
person who is still underperforming or in the stagnation stage by mid-age. Here
are some of the possible reasons:
1.
Entitlement. Many
wrongly believe that just because they are a certain age that this demands a
higher level, salary, or position professionally. The attitude of “I deserve
more,” can actually deplete motivation.
2.
Arrogance.
Repeated arrogance in the work environment especially with the wrong person, like
a superior, does not result in promotions. This might actually cause a boss to
believe that the person needs a dose of humility by not being promoted.
3.
Addiction.
Sometimes the addiction is apparent and sometimes it is hidden. But addicts
routinely underperform below their level of ability. This provides justification
to abuse their drug of choice.
4.
Victimization. “The
world is out to get me” is a fruitless mentality. To others listening to the
axiom, this sounds like the person wants to play the role of victim or better
yet martyr. This alienates a person from anyone who might be in a position to
help.
5.
Fantasy. They see themselves as
a hidden hero just waiting for the right opportunity to shine. This manifests
in routinely holding themselves back for some hidden mission, just in case they
need their superpower strength.
6.
Passive-aggressive. They
never really achieved their ideal job and therefore passive-aggressively underperform.
It is a type of demonstration to the world that if they had gotten to where
they wanted, things would be different. In reality, they are only harming
themselves.
7.
Prideful.
Allows pride to get in the way by saying that certain jobs are beneath them and
therefore will not do them at all. This is similar to the old saying, “Shooting
yourself in the foot.”
8.
Antagonistic. Sometimes
it is as simple as not playing (working) nicely with co-workers. Being critical
or nagging of co-workers does not create a positive work environment. No one
likes to work with a sour person.
9.
Belligerence.
They are routinely combative or argumentative at work which creates a hostile
work environment. May not even be aware they are putting off such negative
energy, even when it is addressed, they blame others.
10.
Denial. Refuses to accept
responsibility for the things they have done wrong. They blame others for their
poor behavior and overlook ways they could have contributed to a problem.
11.
Worrier. Obsesses with details
to the point they drive others crazy about things that are irrelevant. Nit-picks
things, people, and arguments apart to the point of exhausting everyone around.
12.
Myopic. Refuses to see the big
picture and instead focuses on things solely from their viewpoint. They do not
see things from other’s point of view which includes superiors, co-workers,
suppliers, and customers
13.
Superior. They
believe they have more authority, power, or influence then they do. This frequently
results in overstepping boundaries and misjudging the social environment in the
workplace.
14.
Stagnant. They
refuse to grow or continue to grow professionally or personally. Instead, they
stay still and expect others to change around them. There is no additional
advanced degree, continuing education, or job specific training.
15.
Negativity. No
one likes a constant critic at work or someone who is routinely negative. The
problem is that faked positivity is almost as bad as negativity. It takes
effort but even in the most difficult of work environment, there is something
that can be seen as positive.
16.
Disloyal.
Demands loyalty from others but does not reciprocate. This is particularity
damaging when the people are subordinates or co-workers. Loyalty should not be
reserved just for superiors.
17.
Ungratefulness. Is
not thankful for the things they have, instead they constantly want or demand
more. This can be tiring for superiors who might have their own limitations to
navigate.
18.
Depression.
Long-term undiagnosed or treated depression can manifest in underperformance. Getting
treatment can improve the attitude, boost energy levels, and stabilize the down
turns.
19.
Perfectionism. Some
professions demand perfectionism (surgeons, pilots, and engineers), others do
not (sales, management, and diplomacy). A perfectionist in an environment that
does not value it will become frustrated and inefficient.
