How to Get Slackers to Stop Slacking

How to Get Slackers...to Well...Stop Slacking

How to Get Slackers...to Well...Stop Slacking
Best practices for cost-effectively motivating employees and improving performance

The bad news? A lengthy recession has had a two-pronged negative effect on job performance. In companies that have been slow, employees have grown accustomed to reduced activity and to accomplishing less; while in companies that have trimmed their workforces to the bone, overworked employees are, quite simply, burned out. As a result, worker apathy is translating into sub-par performance.

The good news? You can turn things around--and you don't have to spend money to do it. Use these best practices to engage, retain and motivate your staff--and ultimately maximize job performance:

Share your vision with your team.
When you share your vision of where you intend to lead your organization, you provide each employee with a sense of purpose, clarity, meaning and security--which are all essential to maximizing productivity. A shared vision unifies your team and strengthens each employee's ability to work with a "hero's mindset," especially during difficult times.

Set clear performance expectations.
It's hard for employees to meet performance standards they don't know exist--so make it easy for them. Provide clear direction and set benchmarks by which they can measure their own progress. Tell them what is expected of them, and they will be more motivated to start in right away to accomplish the desired end result.

Motivate through cross-training.
Develop your employees into more valuable and higher-achieving individuals by teaching them new skill sets. In addition to enhancing workers' internal pride and confidence, cross-training enhances employee engagement and creates higher levels of productivity and company-wide efficiency.

Keep the lines of communication open.
Some employees are afraid to talk to superiors who exude the "touch-me-not" aura. Guard against this management style. Instead, create a culture with open communication:

Spend a few minutes each morning mingling with employees, and ask them about their previous workday or what they plan to tackle today.

Share your plans for each business day, and work together to set expectations for what should be accomplished by its end.

Frequently remind employees that they should come to you with their questions, ideas and concerns.

Over time, a culture with consistently open and honest communication fosters synergy, creativity and ultimately higher productivity.

Find out what makes employees tick.
Obviously, what motivates one person may not work for the next. Since you manage unique individuals, take the time to understand what motivates each of them, and what type of communication and feedback really makes an impact. Most importantly, find out why your employees work for you, and what they are working toward, by asking them (see the section below for a list of common motivators). Use their responses to guide your efforts by tying rewards or incentives to what drives your staff.

Little Things Matter
You don't always have to make sweeping changes to improve your employees' performance. Here are a few little things you can do to move in the right direction:

Lead by example. Show employees that you respect the company that pays you for your time and work. Arrive before, or at least at the same time as your staff, to set a good example. When you consistently show up on-time and ready to work, you send the message that you are all equals when it comes to company rules and policies.

Show employees how they fit into the "big picture." Explain to each type of employee how his or her daily actions impact your company's overall success. Your workers will be more strongly motivated to succeed when they truly understand why they need to do something--and do it to the best of their abilities.

Let them know you care. Thank an employee for a job well done. Send a card or note to an individual who may be experiencing a rough time. Call to check-in on a worker who has been out sick. Showing that you care--with a card, a call or simply a word--can make a huge difference.

Key Motivators

Get slackers to stop slacking by tying rewards to these key motivators:

Spouse/partner -- rewards that can be spent with a spouse, such as money, dinners or vacations.

Family -- picnics, events the family can enjoy and time off.

Money -- cash incentives, raises, bonuses and commissions.

Work -- recognition for doing a job well.

Possessions -- status symbols, such as corner offices and parking places.

Pleasure -- events that are fun, like tickets to local entertainment or sporting events.

Friends -- social gatherings, picnics, holiday parties.

Competition -- winning challenges against co-workers.

Church -- activities that benefit good causes and the less fortunate.

Self -- freedom to express individuality or creativity.

Principles -- making significant contributions to the company or the community.

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