How to Deal with Employee Go-Slow

slowProductivity is one of the most important things that any company has to deal with. While working at platinumaccesslimos.com, I learned that it takes more than monetary rewards to get employees moving and motivated for the tasks ahead of them. But how do you deal with employees who are chronically late and those who are not productive? If you are frustrated that employees are very slow, how do you deal with it?

Strict employees are slow just because they do not have a strict deadline on what they need to do within a certain deadline. A slow worker will reduce a team’s productivity as well as hurting his colleagues’ morale. When everyone is under pressure and obligation to deliver, anything that is holding a team back can be very demotivating. If you are looking to deal with slow employees, here is how you can deal with it;

 

Find the source of sluggishness

There might be a couple of reasons why someone is always slow in the workplace. You need to figure the problem as to what is contributing to the slow and sluggish behavior of the employees. You should never go into any conversation with an employee with a preconceived mind. At the same time, you should never become a perfectionist. Approach every situation with a positive intent.

 

Set clear expectations

You need to set clear and specific expectations. There are chances that your lagging worker is not even aware that they are slow in what they do. This is because they might not necessarily understand what they are entitled to do. It takes a lot of effort as a manager to show your employees what they ought to do and all the tasks and expectations they are supposed to deliver upon.

Divide up tasks

You need to break large projects into smaller deliverables. You also need to set out predetermined deadlines that need to be met without fail. This strategy can be very useful to those used to procrastinating. When you break a large project into smaller parts, people who struggle with procrastination may feel a greater sense of urgency to deliver on what is required for them.

You should also take time to learn what people enjoy doing. Find the projects people enjoy and give them such projects. Assigning employees roles on tasks they enjoy will make them naturally improve on their work. People can suddenly slow down because of burnout, but they will stand a better chance to deliver if they love what they do.