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On Top of Real Recognition: Top 10 Ways to Keep Morale Up When Slackers Pull It Down
September 16, 2009
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| Roy Saunderson |
By Roy Saunderson
Even with strong employee appreciation programs, the slacker attitude can be contagious and infiltrate the workplace. Slackers shoot the breeze with anyone and everyone, make long personal phone calls on company time, waste their time doing nothing, and can seem almost oblivious to how they affect those around them. The effect they have starts with frustration, increases to anger, and leads to situations that impede work performance and relationships. Below are the top 10 ways to deal with slackers and lessen their impact on employee morale.
1. Call a spade a spade. The biggest reason why someone gets away with negative behaviors or doesn't perform as expected is because no one has the courage to say to the person that his actions are inappropriate.
2. Put your emotions on hold. Remember that it is the behaviors of the slacker that have gotten people upset. In dealing with this person control your emotions and don't do anything you would regret later. Be objective about what this person is doing wrong.
3. Be specific with your feedback. Use "I" phrases as you describe the negative behaviors of the individual: "I find it very hard when you repeatedly spend half an hour each morning going from place to place and talking to others when the rest of us are working hard."
4. Don't stir up negative emotions. No benefit or solution is gained by showing anger toward the poorly performing employee. Avoid using accusatory, finger-pointing statements—"you" phrases like "You always arrive late to work and want to leave early while the rest of us make up for you."
5. Acknowledge any and all improvements. No matter how small the change, when the slacking employee makes positive changes, take time to thank her. Tell her how her actions have affected you and others around her.
6. Play your ace card when needed. Ultimately, management is accountable for all employee performance. You should be able to relay objective examples of negative behaviors and the actions you've taken. For weaker managers, go in to management as a group of employees to give complaint details. A competent manager will use performance management techniques to deal with the issue.
7. Up the ante. Some employees need a little prodding. Suggest giving the slacking employee ownership of a small project. Allow this person to have authority to make decisions and changes. Remember to start with a small project.
8. Remember, it's your job. The number one priority of every employee is to be productive and get along with the boss. Focus on work, what needs to be done, and on expected outcomes. Do not be the slacker's enabler. When the slacker comes to your door, keep your "eye on the prize" and figure out a way to continue working.
9. Learn to bluff. If the slacker won't leave, excuse yourself, stand up, and walk out. Go to the restroom, the water cooler, or, better yet, your manager's office. The slacker will eventually learn you are not an enabler and will stop looking for you.
10. Keep in mind honey works better than vinegar. Confront the slacker by asking him what management might be able to do to motivate him better. Work with him to create a performance-based recognition or reward program to keep him focused, productive, and a positive force in the company.
Incentive online columnist Roy Saunderson is author of Giving the Real Recognition Way and president of Recognition Management Institute, www.realrecognition.com, which consults with companies on improving employee motivation that leads to increased productivity and profits. He can be reached at roysaunderson@realrecognition.com.
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