“Not Having On A Bra”: 30 Super Unprofessional Things People Have Seen At Work

As the leading authority on customer service and customer experience, an award-winning keynote speaker and best-selling author, Shep Hyken knows all about professionalism in the workplace.

"There is a big difference between looking professional and acting professional," he tells Bored Panda during our interview. "Wearing a suit and tie or 'formal business attire' is just part of the package. While it’s good for a first impression, employees and customers won’t love you because you look professional. They love you and want to do business or work with you because you are professional. You treat others with respect, honor commitments, are honest, responsive, and do what you say you will do without blaming others."

Resume Genius' career expert, Eva Chan agrees. "How you carry yourself matters far more than what you wear," says Chan. "A sharp suit might give the impression of professionalism, but real professionalism runs deeper — it’s how you act and conduct yourself at work. The way you treat colleagues and communicate in a workplace setting all count more than a blazer and a carefully curated Zoom background. At its core, professionalism is just being a decent human at work: respecting people’s time, pulling your weight, and handling yourself with integrity."

We all have bad days, but the experts say when an employee consistently behaves unprofessionally, it’s cause for concern. Hyken says examples of unprofessional behavior (whether from leaders or employees) include a lack of accountability – blaming others for mistakes or sloppy work, disrespectful communication – the tone of voice you use when talking to others, not responding to messages, etc., gossiping or 'behind-the-back' conversation – talking negatively about team members and the company, crossing the line, and apathy – not showing up on time, missing deadlines, laziness.

"Unethical or immoral behavior should never be accepted," warns Hyken. "In some cases, it may be 'legal' but that doesn’t mean it’s acceptable behavior.

"Unprofessional behavior isn’t always loud and obvious. Sometimes, it can be more insidious," Chan told Bored Panda. "It’s obviously unprofessional when there’s a person who’s blatantly rude or constantly interrupts during meetings, but sometimes it’s more subtle. There may be a coworker who gossips every chance they get or conveniently 'forgets' to credit a teammate for their idea. You might also come across someone who ignores emails until the last minute, all while leaving everyone else scrambling to pick up the slack."

She adds that managers can be just as bad by playing favorites, dismissing concerns, or setting unclear expectations only to blame the team when things go wrong. "In the end, unprofessional behavior like this chips away trust and weakens teamwork," cautions Chan.

"The way you treat someone is the way they will treat you and others," adds Hyken. "This is especially important for leadership, who set an example of how fellow employees and customers should be treated."

Both Chan and Hyken say it's important for managers to deal with unprofessionalism swiftly. "Rather than simply criticizing the behavior, offer examples of the right way to behave. Teach by example and set an expectation. When you notice a change, praise it," suggests Hyken.

"As you notice some consistency in the better behavior, continue to acknowledge and praise. The goal is to not just spot and criticize negative behavior, but to turn it into a good habit that aligns with the culture of the company."

Chan adds that managers should deal with unprofessional behavior quickly and directly but with some tact. "The worst thing a manager can do is ignore bad behavior until it spirals," she told us.

"A private conversation is usually the best first step as no one wants to be called out in front of their peers. If the issue keeps happening, though, there need to be consequences. A casual warning might work for small slip-ups, but if someone keeps disregarding workplace norms, it’s time for formal steps like performance improvement plans or even disciplinary action."

Hyken says it's important for management to lead by example. A “do as I say, not as I do” approach doesn’t work, he warns. "Demonstrating accountability is more important than ever at the leadership level. As a leader, blaming others for failures is a direct reflection on the leadership or management style," the expert told Bored Panda.

He adds that poor communication, or failing to share constructive feedback when criticizing employees, will not make things better. "Managers unwilling to coach and mentor a 'struggling' employee will result in little change over time," said Hyken.

"Bad management comes in many forms," Chan told Bored Panda. "Some managers micromanage every little detail, making it impossible for employees to do their jobs without constant interference. Others play favorites, giving special treatment to certain employees while overlooking the contributions of others. Some managers might keep changing expectations without clear communication, which can leave employees frustrated and unsure of what success even looks like."