Reliably transform problem people impacting team performance. Don't procrastinate as people problems nearly always grow and they will impact team performance. If team performance drops, you as manager, will be negatively impacted on a personal level. To help you take action I have a course taking you through every step needed. enhance.training/lp/manage-difficult-people-csp30/
Yes I agree. I adapt my approach depending on what they do or don't do. If they show no signs of changing and this is causing significant impacts in the team, then definitely cut down the meetings and move them out of the team. If they start improving, then more support can speed this process up. It is very much down to your judgement of the person and situation.
This video is really helpful. I have a team member in my team who is not able to achieve his Target on a monthly basis and I don't find that he wants to learn and new thing. He always need push to complete his tasks.
I have a very lazy worker in a team of 6 all supposedly equal we are all on the same money, i have reported him many times but the management are not interested. So when i return to work monday i will give them a new rule, when he stops i stop, when he goes slow i go slow, work will soon pile up and then management will be interested because we work in recycling and rubbish will pile, cages will be short all departments affected ! I cant wait for monday😅
@birdandthe I hope management eventually listen to your concerns about colleagues not pulling their weight. Joining the lazy worker is a bit of a risk (and I appreciate the reasons you are taking these actions) - it may not help you in the longer term.
Hello. Any advice when multiple team members are being lazy? Example- 2 team members on their mobile devices, ignore work phone calls from other departments. Thanks.
I would approach each seperately and go through the steps outlined in the video. Flex how you approach each depending on how they respond. Be fair and be open and be clear about what you expect from them. If they don't respond, then you can take more formal action.
I have a new employee, who I was up front with my expectations in the interview (very little downtime/sitting, on feet all day, expected to taking initiative and show strong teamwork…etc). She was very convincing in her interview but ever since I hired her, she has been sitting around, not following her busy preceptor, not taking any initiative to help or learn. I’m very frustrated and I don’t see it improving. Since I am only 3 weeks in with this employee, do I need to give her some more chances… or how soon can I cut my losses and tell her it’s not going to work out?
Considering most people try to make a good impression i.e. try hard in their first weeks and months, then I would expect the behaviour to only get worse. Assuming you have given her feedback, told her you are not happy and why and there has been no change, I would cut my losses straight away. J
When you have to come to an employee with evidence, what are legal methods of gaining this evidence? Do you have a guideline for personal improvement plans?
Hi Joseph - the laws will be different in each country. In general terms if you are descretely asking for feedback from colleagues on a specific situation or reviewing a person's work and comparing to other team members output - this is, in my view, all fine. You have to be careful to maintain confidentiality - you don't want other team members becoming aware that you are collecting evidence for example. Take a look at this video for development plans ruclips.net/video/kFJkww0LwOI/видео.html
I have lazy co workers but the team leaders are as bad as them, joining in big chats, cracking jokes, doing nothing about the slackers at the same time knowing nothing about the job, British management.
Maybe the management simply don't know what to do. Most managers don't get any training in this area and stepping into a potential conflict or difficult conversation is scary for many.
Reliably transform problem people impacting team performance. Don't procrastinate as people problems nearly always grow and they will impact team performance. If team performance drops, you as manager, will be negatively impacted on a personal level. To help you take action I have a course taking you through every step needed. enhance.training/lp/manage-difficult-people-csp30/
There are only so many meetings you can have with a lazy employee, though.
Yes I agree. I adapt my approach depending on what they do or don't do. If they show no signs of changing and this is causing significant impacts in the team, then definitely cut down the meetings and move them out of the team. If they start improving, then more support can speed this process up. It is very much down to your judgement of the person and situation.
This video is really helpful. I have a team member in my team who is not able to achieve his Target on a monthly basis and I don't find that he wants to learn and new thing. He always need push to complete his tasks.
Glad you found the video really helpful - thanks for the feedback
Also this is really comprehensive video. Especially the part where you talk about all the reasons the coworker might be lazy. Great stuff.
Glad you found the video so useful. J
Excellent video
Glad you liked it and found it useful. J
I have a very lazy worker in a team of 6 all supposedly equal we are all on the same money, i have reported him many times but the management are not interested. So when i return to work monday i will give them a new rule, when he stops i stop, when he goes slow i go slow, work will soon pile up and then management will be interested because we work in recycling and rubbish will pile, cages will be short all departments affected ! I cant wait for monday😅
@birdandthe I hope management eventually listen to your concerns about colleagues not pulling their weight. Joining the lazy worker is a bit of a risk (and I appreciate the reasons you are taking these actions) - it may not help you in the longer term.
Hello. Any advice when multiple team members are being lazy? Example- 2 team members on their mobile devices, ignore work phone calls from other departments. Thanks.
I would approach each seperately and go through the steps outlined in the video. Flex how you approach each depending on how they respond. Be fair and be open and be clear about what you expect from them. If they don't respond, then you can take more formal action.
I have a new employee, who I was up front with my expectations in the interview (very little downtime/sitting, on feet all day, expected to taking initiative and show strong teamwork…etc). She was very convincing in her interview but ever since I hired her, she has been sitting around, not following her busy preceptor, not taking any initiative to help or learn. I’m very frustrated and I don’t see it improving. Since I am only 3 weeks in with this employee, do I need to give her some more chances… or how soon can I cut my losses and tell her it’s not going to work out?
Considering most people try to make a good impression i.e. try hard in their first weeks and months, then I would expect the behaviour to only get worse. Assuming you have given her feedback, told her you are not happy and why and there has been no change, I would cut my losses straight away. J
When you have to come to an employee with evidence, what are legal methods of gaining this evidence? Do you have a guideline for personal improvement plans?
Hi Joseph - the laws will be different in each country. In general terms if you are descretely asking for feedback from colleagues on a specific situation or reviewing a person's work and comparing to other team members output - this is, in my view, all fine. You have to be careful to maintain confidentiality - you don't want other team members becoming aware that you are collecting evidence for example.
Take a look at this video for development plans ruclips.net/video/kFJkww0LwOI/видео.html
I need to send this to my boss
Good luck!
Maybe they've read Bullshit Jobs by David Graeber...
I have lazy co workers but the team leaders are as bad as them, joining in big chats, cracking jokes, doing nothing about the slackers at the same time knowing nothing about the job, British management.
Maybe the management simply don't know what to do. Most managers don't get any training in this area and stepping into a potential conflict or difficult conversation is scary for many.