It can be more difficult to manage a lazy employee.Try to identify the reason for a lack of effort or enthusiasm by talking to your employee.There are a few things you can do to get your employees back on track.There are some things to remember that will help you manage a lazy employee.
Step 1: Speak to the employee.
Don't allow an employee's lack of enthusiasm to become a recurring issue.Schedule a time to sit down and talk with the employee about workplace expectations and performance.Your conversation will help identify the cause of the employee's waning work ethic.I want to make sure you will be able to keep up with your responsibilities, because I have noticed a decline in your effort.Can we arrange a time to talk about it?
Step 2: It is polite to be direct but also direct.
You shouldn't come across as accusatory if you acknowledge that everyone's productivity varies.I understand that there may be factors that I am not aware of.If there is something going on outside of work, ask the employee if you can help, and what they are planning to do.You should be aware of personal issues that arise for everyone, and you should know when an employee is struggling with something that affects their ability to work.
Step 3: Review your responsibilities.
Sometimes, just sitting down with an employee and talking about what is expected of them is enough to get them back on track.A good way to remind an employee of their responsibilities is to point out how the business is affected when they don't meet them.Mention that when there is a drop in production in your department, Jeff isn't able to meet his quota.Everyone needs to stay on task in order to keep the business running smoothly.
Step 4: Don't assume an employee is lazy.
When an employee requires further guidance, managers sometimes assume that the employee is lazy.It is possible that specifying priorities for their position will lead to more productivity.Productivity issues can be the fault of mistaken priorities.It is possible that your employee is spending too much time doing unimportant tasks.It's important to have realistic expectations of your employees.Managers sometimes compare their employees performance to their own, which is not fair.
Step 5: To measure accountability, offer ideas.
If no one else is watching their productivity, most people's attention will fade at some point during the day.A method of accountability could help keep the employee on task without having to actively monitor them.The most common way to measure productivity is by deadlines.You should assign certain tasks or projects to your employee if they aren't working on time.You could assign a series of tasks or be done each shift.
Step 6: There are clear consequences.
Clarifying expectations and accountability mechanisms will help get your employee back on track.There may be repercussions for continuing to be lazy.It is clear that changes in the employee's behavior need to occur or there will be concrete consequences if you mention these repercussions in advance.It sounds like we agree that these expectations are fair.If your performance hasn't changed, I may have to reduce your hours.
Step 7: You can assign tasks that they will enjoy.
boredom is one of the most common causes of lazy people.It seems counter-intuitive, but an employee might be putting in less effort because they don't feel stimulated.If they want to get excited about their job again, assign tasks that will challenge them in a different way.An employee that seems to be wasting time may just be getting what they need to do done quickly, and may even be ready for greater responsibilities.
Step 8: Incentives are offered for increased performance.
If you know that one of your employees might be getting more done, you might want to give them incentives to work harder.If they can get more done each morning, offer a slightly higher commission on sales beyond their quota.
Step 9: Do not do their work for them.
You might have an employee who does their work, but never to the level of quality you are hoping for.Don't try to finish a task or make it better to meet your standards.Show them how to improve by pointing out the differences between what they are doing and what needs to be done.Think of yourself as a coach instead of a clean-up crew.Andrew, I am happy to see that you have kept up with your assignments.I noticed that the finished product was a bit rough.Take the time to sand each piece thoroughly.
Step 10: Poor behavior can be documented.
It is worth keeping a record of your employees performance if you have an employee that always has an excuse.This will allow you to clearly show an employee any recurring issues with their performance.tardiness should be recorded.When you have to re-do work that an employee didn't complete sufficiently, or when you need to speak with the employee about behavior or performance, take note.
Step 11: Be careful with schedules.
The most important type of accountability measuring stick is the schedule.It's important to maintain a strict position regarding deadlines.Standardized time frames work well.You can identify issues with productivity by assigning the same things to multiple employees.There needs to be repercussions when deadlines aren't met and there is not a good reason.It is in the interest of clarity and fairness to state them before.
Step 12: Don't talk about it with your coworkers.
This one is very easy to understand.The other co-workers' business is not the productivity of one employee.If an employee is being lazy at work, they already know about it.Everyone wants to address the employee directly.Gossip and complaints can lead to misunderstandings and even conflict.If you need to talk to another employee about a certain employee's productivity, say something like, "I was hoping I could ask you some questions as your manager, and that you might be able to give me some neutral, objective insights and keep this conversation between us."
Step 13: You can let employees go when you need them to.
Firing people is one of the worst parts about managing other people.If an employee is avoiding things that are their responsibility, it may be time to let them go.Even if you have developed a personal relationship with them, remind yourself that your own and others' livelihoods are undermined by an employee that is not willing to pull their weight.