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, 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.

How to Manage Employees who are Older than You

manageNow that you are in a leadership position, you are responsible for managing a team of employees and executing all important strategies your team is tasked with. As a young manager, what do you do if you are tasked with managing a team of employees who are older than you?  You might also be dealing with a team that is potentially more experienced than you are. Although you may be qualified for your new role, you might encounter some older employees who may not give you the respect you deserve. So in such a case, how do you handle the whole management experience?

Get to know your employees

It is very hard for you to gain respect by commanding it. However, you should instead aim at getting to know your team members. After that, work at knowing their individual strengths and work habits as well as their characteristics. Discuss real issues as they approach and do not try to create labels around people. Understand and appreciate each strength everyone brings on the table. You need to be respectable, very curious and open-minded when dealing with your older team members.


You need to make changes where necessary, but at the same time, you have to respect traditions. When dealing with older people, it is very important to understand why they are doing things in a certain way, before making a decision to change the way they do things. Employees may think that you are shaking things up while targeting them. You need to make it clear that changes are important for the overall business good, and that you are not targeting anyone.


Be supportive and collaborative

In any team, there will be a substantial age difference between managers and other employees. Due to this, it is natural that some competition may arise. The young leaders may feel like they have all it takes to outdo the older ones and prove their competence. However, doing so may breed resentment and insubordination. As a leader, you need to go an extra mile to show your employees that you support them and that there is the need to work as a team. As your employees for help especially when it comes to learning new skills.



CommunicationYou need to communicate frequently and in a transparent manner. As a manager, you should never underestimate the importance of communication and giving feedback to other members of your team. When you notice that there is some work well done, give them a shout out and a pat in the back. It is also very important that you encourage the act and process of honest and open communication between members of your team.

Lead by example

If you want your employees to respect you and listen to everything you tell them, you need to set an example through leadership. If you are driven by ego and inability to lead effectively, you will be losing it. If other members of your team note your immaturity and inexperience, it will become very hard for them to listen to you. While it can be very hard to manage a team of older employees, it can equally be very rewarding in terms of experience in the longer run.



Top Policies You Need for Your Employees

employeesWhen you have a small team of employees, constituting an employee handbook may seem unnecessary. However, as your business grows and a number of employees exponentially increases, you will need a handbook that stipulates all the necessary policies that everyone in your company is bound to follow. You are not required by law to have a handbook, but having one will protect your business in big ways. It will also give your employees clarity and a reference point when they need to know how things are done.

An employee handbook is an important document that specifies your company policies, culture, and history for your current and future employees to follow. Important policies you should include in the policy include;


Onboarding on joining the team

One of the most important reasons to have a handbook is to spell out how new hires will be trained. You need to specify some basics that everyone should know before joining your company. There should be an employee clause, an equal employment opportunity statement, conflict and interest statement, confidentiality statement and other general details such as direction to offices, key contact information, team structure among others.


Standard of conduct

Every organization must have some form of boundaries. The standard of standard conduct should spell out the commandments for members of your team. This section covers issues such as the dress code, anti-discrimination policy, anti-harassment policy, substance-free workplace policy, taking disciplinary actions among others.


Office environment

policiesThis policy specifies how life is like being in an office. It explains how, when and where employees will be expected to get things done. In this policy, you will want to include things such as the working hours, any work-from-home policies, lunch and break periods, how to keep workplaces safe, how you will handle employees with a disability at the workplace, use of common equipment, among others.


Communication policy

The communication policy spells out how members and team interact with each other. It also spells out how members interact with customers, vendors and other partners. Some of the issues to be included in a communication policy may seem like common sense, but it will be very important to have them spelled out in writing for future references. Channels of communication such as emails and social media are also spelled out.


Compensation and performance review

This is a very important policy in an organization. In compensation and performance review policy, you look at issues such as the payroll schedule, paycheck deductions, job classification details, salary and bonuses, performance reviews, promotion and transfers, travel and expense policies among others.



The benefits policy is equally as important as the compensation and performance review. In this policy, you list out the perks that you offer to your team as well as matching up with the values that your business celebrates. You should offer a guide that spells out who is eligible for such benefits. Such benefits range in the areas of health, retirement plans, paid time off, parental leave, sick leave, jury leave among others.



Common Legal Issues Faced By Business

licensesWhen you decide to run a business, the world gets a bit more complicated. You will find yourself engulfed in a lot of legal tussles and decisions to make, that may make or break your business. You will also be faced with a lot of legal inconveniences that may have some unfortunate side effects. Here are common issues you must be prepared to handle, once you decide to enter into the world of business.



Licenses are one of the major legal issues you will face in your business. You need to ensure that you have all licenses in accordance to the requirements of your local government. If you decide to operate businesses without licenses, you will likely find yourself facing unnecessary fines and fees. The cost of various business licenses you will need will vary depending on where you are operating as well as the business you are involved in.



Trademark is also another important issue that small businesses normally face. You need to do a lot of research ahead of renaming or naming your business or even launching a new product or service. You need to ensure that you do not infringe on a trademark that is owned by another business. Infringing on another company’s trademark may cost you lot of legal fees and you need to be sure you avoid such.


Employee termination

Employee termination happens to many businesses. You may hire someone whom you thought to be well qualified, but soon or later realize you are losing money by keeping them around. Additionally, you might find that they don’t fit well with the rest of the team. They may be affecting the morale and productivity of the entire team. Because you can decide to terminate them, first you have to consider all legal repercussions. You need to spell out any disciplinary actions involving such persons.

Shareholders’ agreements

In the event that your business has more than one shareholder, an agreement will be strongly required. A day may come when the business is split up or even sold. In case there was no prior agreement, legal battles may arise and this can greatly affect the business. Even if the current shareholders are in their best terms, uncertainties may happen to make things sour up. Other legal issues you need to be prepared to handle include; overtime disputes, misclassification, and litigiousness. You should also be prepared to adhere to all tax policies.