Join Todd Dewett for an in-depth discussion in this video Refocusing slackers, part of Managing Employee Performance Problems.
One of the most interesting people…to encounter at work is the slacker.…They're constantly slow and always…strive to do as little as possible.…When help is needed,…they're not the ones who raise their hands.…If it's 5pm, and you're working with them…on some task, they're going to suggest…you finish it tomorrow.…Generally speaking, slackers aren't harmful…and don't intentionally spread negativity in the office.…They are, however, a problem,…for at least three reasons.…First, the small amount of work they do…is a direct drag on your team's productivity.…
Next, they hurt team morale.…When they consistently underperform,…others take notice, and sometimes slackers…can actually encourage others to be slackers, too.…Finally, they reflect badly on you.…Every member of your team affects…your reputation at work.…When they have huge wins, you look good,…and when they're slackers, you can look like…a leader with low standards.…Your goal with slackers is two fold.…To the extent that it's true, you need to own…your role in allowing a slacker to exist on your team.…
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- Determining the appropriate intervention
- Defusing charged conversations
- Refocusing slackers
- Getting employees to show up on time
- Redirecting habitual complainers
- Engaging employees that always resist change
- Standing up to bullies
- Encouraging employees that can't handle feedback
- Helping people with personal problems
- Dealing with gossips
- Knowing when to say goodbye to an employee<br><br>
- The PMI Registered Education Provider logo is a registered mark of the Project Management Institute, Inc.