If you find someone lazy in the workplace, you can consider communicating with your boss to solve the problem. Here are some suggestions to help you better express your problems when communicating with your boss:
1. Collect evidence: Make sure you have sufficient evidence to support your opinion. This may include employees' work performance, records of being late and leaving early, task completion, etc.
2. Organize your ideas: Before communicating with your boss, make sure you have organized your ideas and clearly defined the goals you want to achieve. You can prepare a list of the problems you want to discuss and your suggested solutions.
3. Choose the right time and way: Make sure you choose the right time and way to communicate with your boss. Try to avoid communicating with the boss during busy or emotionally unstable periods.
4. Express your opinion: When communicating with the boss, express your opinion clearly and provide evidence to support your opinion. At the same time, it also provides the boss with the opportunity to understand the work performance of other employees.
5. Seek solutions: After expressing your views, discuss possible solutions with your boss. You can make some suggestions, such as providing training, adjusting workflow or increasing supervision.
Communication with the boss is the key to solving problems. By providing evidence, organizing your ideas, choosing the right time and way, clearly expressing your views, and seeking solutions, you can help your team better complete tasks, improve work efficiency, and make the work environment more active and efficient.
If some employees are lazy, it is easy to deal with it. We can directly formulate relevant systems and assessments to put pressure on them, or simply dismiss them so as not to affect the atmosphere of the whole team. But what if most employees are lazy?
1、 Formulate reasonable reward and punishment system
In order to improve the enthusiasm of employees, many companies have set up a number of reward systems that sympathize with their subordinates, which can improve the company's reward and punishment system and make it clear that rewards and punishments are fair and open. This can not only greatly improve the work of employees, but also restrict the behavior of employees to a certain extent. It plays a great role in promoting the development of the company.
2、 Personal benefits are linked to employees' ability
After clarifying the company's rules and regulations on rewards and punishments, it can not guarantee to improve the enthusiasm of all employees. There are still some passive and lazy people. At this time, certain measures can be taken, such as how much the basic salary is, and how much the performance results are, to directly link personal interests with the ability of employees, which can not only improve the ability of employees, It can also serve as a spur.
3、 Assess the ability of subordinates to make them feel crisis
Even the most lazy employees will feel nervous or urgent when they meet with performance appraisal or regular inspection. Therefore, this way can play a supervisory role. It can make them have a certain sense of crisis, so that the subordinates will not have slack psychology.
4、 Disclose the performance of employees and exert mental pressure
In addition to the monthly regular assessment of work ability, in the face of low enthusiasm of employees, you can make public the performance of employees every month, praise employees with high performance, and criticize employees with low performance, and use everyone's sense of vanity to improve the competitive pressure within employees.
Reasons for employees' laziness
1. Not being able to do it means that employees lack the minimum knowledge of what they want to do and have no way to start. The main reasons for this phenomenon come from two aspects. First, the basic quality of employees may be low, and they are not competent for the work they do;
Secondly, it may be that the management personnel who arranged the work did not accurately grasp the staff's specialty and specialty, which caused serious dislocation between the arranged work and the staff's specialty and specialty, thus making the staff unable to start the accepted work.
2. Dare not to do means that employees have some concerns about what they want to do, but dare not do it. One of the main reasons for this may be that employees lack confidence in their own abilities; Second, it may be that the allocation of responsibilities and rights within the enterprise is relatively vague, and employees are afraid of taking responsibility or offending others because of their work.
3. Reluctance means that although employees are familiar with the work they are going to do and can do it easily, they are unwilling to do it for some reason. There are many reasons for this situation, among which the most important one is that employees are dissatisfied with the enterprise, some aspects of the enterprise, leaders or other employees to a certain extent psychologically, which leads to inaction.
Various employees may exist in the workplace. There is an active struggle, and there are also backbone employees. These employees will exist in the company, and managers will face these employees. It's also a headache. Some managers believe that such employees are the silly dance of the company, but it is better to be direct and open. Some managers believe that deletion will cause some losses and people will make it more difficult. No manager will think about these employees and turn them into non mixed employees. Xiao Jie is such an employee. Because this is the reason of the local people, there are not many goals to struggle with. The house gave him a good job. He drove to work every day and went home to work. The mission facing the leadership will also be completed, but will be reduced to the final deadline. The quality is barely and the grille will not try to see it. Even in the face of the company's harsh overtime, Xiao Jie ignored it directly and used some reasons to directly promote the past.
Don't like to report that some jobs are not a fixed job every day. Some work is assignment. Wait until the employee task has finished assigning new tasks. This is a timely communication that has become a more important thing, but employees on mixed day do not love their colleagues' leaders. Facing the leadership work, the deadline has finally been completed. There is no time to wait for the leaders, and they will never take the initiative to report work. It takes a long time for different implementations to face leadership. When leadership is a question, there is nothing else. It will not consider a better way to complete the work, but only follow the original instructions to complete the work.
Stopping learning is like rowing upstream. When mixed day employees are unwilling to spend time to enrich themselves, they think that I can go to work, work overtime, have time to do some leisure activities, and waste a day's leisure activities one day to live your own life. Xiao Huang has such an employee who interferes with other things, and his ability is more outstanding at the beginning, but he will start mixing and fall behind, and basically needs to complete it. In the face of such changes, human resources also felt strange, so Xiaohuang secretly understood the life of this employee. Finally, the employee found another place after going to work, which is also two jobs. No wonder he didn't work efficiently when he went to work. Employees on mixed days do not cooperate with the quality of work, or may be distracted by other things.
Employees on mixed days cannot complete the assessment. The natural salary will decrease a lot. If they don't care about this, the company will not lose. Changing employees' ideas Communication in the workplace is also indispensable, and more information about employees is also very important. Let employees dare to express their opinions in the workplace according to their idea of making some job adjustments. Reasonable allocation of positions Everyone has different capacity and adapts to different positions. When an employee has a mixed day, it may be due to position mismatch. At this time, the manager should make some post adjustment according to the employee's ability so that the employee can find a position suitable for you. The promotion and elimination mechanism of the company exists by joining the end phase out system, which makes employees struggle and provides pressure for employees.
