How to Deal with a Lazy Employee?

How to Deal with a Lazy Employee

At offices with thousands of workers, one cannot keep an eye on everyone. So, many employees become lazy, which results in decreased work performance. To deal with lazy employees and solve laziness, what must be done? Many employers are asking this question.

Here are the 8 best tips and tricks that will help you eradicate laziness from your workspace. Please have a read.

Best Tips and Tricks to Deal with a Lazy Employee

Best Tips and Tricks to Deal with a Lazy Employee

Identify a Lazy Employee

The first thing an employer should do is keep an eye on their employees. Managers or supervisors in the office should know when their employee becomes lazy at work. 

You can identify a lazy employee quickly. You can pick out some characteristics that are similar in most of them. If you are curious to know the ways to separate lazy staff from the rest of the team, please have a look at the following tips: 

When a worker says, “That’s not my job.”, when you ask them to perform a specific task, then you should keep their names on the lazy employee list. They do not want to take even a rushing order from their superior. 

When employees are always late to attend meetings or particular tasks, know that they are getting lazier. Being late or unattentive once or twice is considerable; however, if it becomes recurring, you must know that your employees are becoming lazy. Coming to the office late is also a sign of laziness. They don’t want to start at the right time because they are lazy.

Not all lazy employees are late, but some become present in meetings, reach their work desk on time, but are still lazy. What will these lazy ones do? They will not be interactive during meetings. They will stay and listen (maybe or not, but act like they are listening). 

Employees who do not interact with others may be lazy. Even if it’s not all of them, they might do so because they are unmotivated. Distracting others with non-business matters is a frequent occurrence among some employees. Please keep an eye out for the lazy employees and those promoting laziness at the office.

Know the Reason

There can be various reasons for employee laziness. An employer should look for the reasons why employees are becoming lazy. Most of the time, in my experience, employees are lazy due to a lack of work. The disengagement caused by random work assignments can also affect employees’ productivity. 

An employee can also be lazy by nature. Some employees always find ways and answers to their laziness. They always complain about sickness or some family issues. Employers should keep track of the excuses an employee is making. 

Managers or supervisors should always look at their employees in each department. Employers should try to know the reason why employees are lazy and why employee productivity is declining. The administration should try to find solutions and seek employee feedback and implement ways for improvement. 

Talk to the Employee

Please talk to your employee; you should not let laziness or lack of motivation become frequent issues. You can schedule a time to talk with the employee about their performance and workplace expectations. A conversation with the employee will likely shed light on the reason for their declining work ethic.

It would be best if you were direct but polite. Recognizing that everyone’s productivity varies will help you avoid coming across as accusatory. Ask the lazy workers if something is bothering them or something you should be aware of? Let them know your expectations and motivate them to work hard.  

You may sometimes assume that an employee is lazy. Assuming things that aren’t real is a bad idea; the case might be that your employee needs proper guidance. So, managers should emphasize employment productivity.

Keep a Record of Poor Behavior 

When your employees have many excuses or cannot monitor them continuously, keeping track of their performance could be beneficial. In addition, this will enable you to pinpoint any performance issues that arise recurringly. 

Be strict when it comes to schedules. Implementing schedules is one of the easiest ways to measure accountability. It’s OK to be flexible about some things but hold yourself to deadlines. 

Avoid bringing up the topic of an employee with your coworkers. Your coworkers have no business with your employee’s performance. Laziness affects others when an employee perpetrates it. So, you should keep a record and deal with the respective employee about the problem. 

Don’t Let Your Feelings Fester

It would help if you disregarded minor matters. However, if there is a real problem, you should not ignore it. 

Of course, you need first to determine the size of the issue. Unless it is, then be proactive and take action. It is first necessary to acknowledge the problem. Once that is done, it is time to let that person know. Following that, it is up to the lazy employee.

If your lazy coworker asks you to do their tasks more frequently, you should just stand up and say, “No!”. As long as you help once or twice, you’re a team player. The whole thing is a team effort. Once the practice becomes habitual, it becomes a problem rather than a solution.

Great Management

The majority of managers are not great leaders, while the majority of leaders are bad managers. In particular, new managers with an ego characteristic of a manager are not displaying leadership traits. It is usual for employees to disengage when their leaders fail in their leadership roles, regardless of the industry. People tend to avoid inept leaders, so why would they work for them?

Sometimes people get bored just because everything is so repetitive. Employer productivity is dependent on the job and the job duration. So, if you want to deal with a lazy employee at the office, you should think about slightly altering things. E.g., you can assign a slightly different job. When people keep doing the same task every day, they feel bored, so a slight freshness will make them more engaged. 

So, managers should think of breaking the cycle of continuity and offering some refreshments occasionally. You can assign them a task that joins their interest zone. When they can do something they like, they will feel more energized and devoted to working. Applying this trick will prevent laziness in people.

Take Correct Action

When you notice that an employee is not giving their best, you should watch their actions for a while. You should try to see if they have some private issues or some other issues bothering them. You always know the full potential of your worker. So, what is keeping them away from performing their best? It is your responsibility to take the correct action to resolve it. 

Managing performance issues regularly is part of being a manager. You might not particularly enjoy it, but it’s one of the most vital parts of the job.

A good attitude sets a tone for others that will be picked up on. You will soon find that all employees will do whatever they want, and you will no longer have control over their actions. Making exceptions for staff and allowing for excuses will only result in the staff not following your requests.

In the absence of prompt and appropriate action, the issue becomes significant. In that case, the situation may spiral out of control and appear nearly unrecoverable.

Avoid Long Breaks 

Long tea breaks, lunch breaks, and other refreshment breaks during working hours might make an employee lazy and decrease worker efficiency. Having breaks during working hours is vital; however, long breaks can make people less productive. You do not want to go to your work desk again when you can rest for long durations. 

A person who comes into work saying they just went smoking five minutes ago had actually been out for an hour or more. This kind of offense can only be dealt with by setting strict time restrictions and expectations.

So, one should schedule breaks, but the breaks should not hamper worker productivity. Extra-long breaks are not needed. But instead, you can allow your staff to fetch a coffee for 5 minutes or so. But giving breaks at the same time is not so effective and will result in laziness at work. 

Criticize Your Employee’s Action

Criticism can be uncomfortable; however, it can be a thriving factor to boost worker productivity at the workspace. You cannot criticize anyone by saying anything. You should study the situation and pass constructive criticism when necessary. Positive tips and advice will boost your employee’s confidence, and they will want to work more attentively. 

Thus, if you want the workers to improve and not feel bored at the office, give them some constructive advice from time to time. You know what, it is so tricky managing employees who don’t listen to your criticism and do not follow your advice. If they are not listening even when you reach out several times, you should think of replacing or warning them to replace.  

Conclusion

Managers should act real smart when they are dealing with lazy employees. Lazy employees have many reasons to support their laziness. So, employers should oversee the situation and categorize the worker. Once they know a lot about the employees, they should figure out the best way to deal with the lazy ones.

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