How to Handle Unproductive Workers

How to Handle Unproductive Workers

Unproductive workers can be a drain on morale and performance in the workplace. If your employees are always looking for ways to procrastinate or slack off, it might be time for some serious intervention. Jonathan Osler San Francisco advises businesses on preventing unproductive workers from infecting their operations with counterproductive behavior.

Osler says some people can’t be productive. So the first step is to ensure the problem isn’t with the employee.

How to Handle Unproductive Workers

1. Take a look at how you’re managing the person.

Employees who aren’t productive may not fit into your organization’s culture the way you do business. If you are over-supervising or micromanaging employees, productivity will suffer. Learn how to let go and trust employees to do their jobs.

2. Make sure your employees are empowered to do their jobs.

Give employees authority over areas or projects that they can control. You’ll see that their productivity will increase when they have responsibility and accountability.

3. Make sure productivity is tied to rewards.

Ensure your company’s rewards system and culture support individual achievement and teamwork. The proper reward structure is key to keeping productive employees happy and motivated.

4. Let employees handle their problems.

For some, delegating can bring out the best in individuals. If a problem evolves into something more significant than they can handle, give them help as needed instead of taking over the situation.

5. Give hard feedback.

Set up regular discussions with employees to make sure they understand their roles, how to improve performance and why you expect them to be productive. It is hard to do, but it delivers results.

6. Remove roadblocks for your employees.

Don’t be a roadblock for your employees, and help remove obstacles that prevent them from doing their jobs effectively. You can do it by conducting regular performance reviews for each employee, emphasizing what they need to improve. Encourage honest feedback from other employees too.

7. Reduce the amount of work.

Cut the workload on your employees by eliminating tasks that are mundane and can be delegated. Help them move up within their organization to areas with more responsibility, but do not let them outsource or delegate their responsibilities.

8. Prove you’re available for questions and advice.

Who’s going to ask you what you need to know? Make it clear that anyone can talk with you anytime they want about getting things done better, faster, or more efficiently.

9. Reduce the number of meetings.

Your employees may not know how much time is spent in meetings, but it is a waste of time for the entire team. Try to keep as few meetings as possible and manage them more efficiently so that all employees can participate with minimal distractions.

10. Solve problems immediately.

If a problem is small and can be solved immediately, give the solution to the employee or team. If a more significant issue needs your input, discuss with the employee how to best handle it next time.

Since productivity is earned, not demanded, to keep productive workers, you must positively enforce productivity. Jonathan Osler San Francisco says you can accomplish this by letting go, empowering, and grooming employees to be productive. Find ways to keep your team motivated through regular feedback, coaching, rewards, and creative solutions to problems that are not affecting productivity.