Having a Lazy Employee Is Your Fault - Workology

Having a Lazy Employee Is Your Fault  Do you have lazy employees? Dear Managers, Im tired of you  labeling your employee  as alazy employee  First off, its name-calling and in some cases (where it goes too far) it could be constituted as bullying.  Do you have an employee thats not cutting the mustard?  Try out these tips below: Tip #1:  Stop Calling Them Lazy So maybe youre not calling them to their face, but youre certainly treating them that way.  Ever heard the phrase self fulfilling prophecy?  When you label an employee in such a manner it almost becomes reality.  Despite  their best intention a lazy employee ends up being just that lazy.  Refrain from the labeling, change your mindset, give them the opportunity to  surprise  you. Tip #2: Define Their Lazy What exactly is the employee doing or  not  doing that constitutes laziness?  Are they not completing their workload? Are there objectives that are falling behind?  Make a list of things they are  supposed  to be doing that they  are not  doing.  Find out exactly the problem.  Investigate. Tip #3:  Are You Being Lazy to Their Needs? Ever heard the saying when you point a finger theres three pointing back at you? Take a long hard look in the mirror.  Whens the last time you spoke to this employee?  Encouraged them?  Given them some guidance or training on your business needs?  Employees normally dont do the things they a) feel are  unnecessary, b)  what they dont like to do, or c) what they dont know  how  to do.  Figure out the why of their performance.  Ask yourself: What could I be doing differently? Tip #4:  Set Goals Finish lines are great motivators!  Set a meeting,  ask their opinion on expectations, and discuss some goal-setting with them. Write down at least three goals they need to complete, talk  about  your expectations,  and give a deadline for those to be completed.  Allow them in the process.  You may be surprised how much an employee is motivated to get things done when involved  in  the goal-setting process. Tip #5:  For Cryin-Out Loud Talk to Them! Would you drive your car on a deflated tire?  Why are you allowing an employee who is lacking to continue to do so?  Have the heart-to-heart, bring  them  into a closed door meeting and discuss.  And when you do, be sure you allow them the time to explain their needs.  Indicate the seriousness but do so in a  professional and concerned manner.  In some cases, you never know what personal things may be affecting an  employees  performance.  The only way youll find out is by asking.  Do you have lazy employees? Are you disgusted that you have to do the above for your so-called lazy employees?  Well, guess what?  You should be doing it for all of them, lazy employees or not.  Identification, problem-solving, goal-setting, and communication are sure fire ways to keep your employees engaged, on track, and positive.  So lose the label. Sincerely, Your Friendly Neighborhood HR Manager