How to get subordinates to work and forget about laziness

Contents:

• How to improve the productivity of poor performers
• How to enforce labor discipline

Impact on negligent workers is an unpleasant, but necessary part of the head. This, incidentally, is his duty to the development of professional and personal qualities of employees. But some leaders, unable to work effectively and efficiently, do not always understand how to inculcate members of the team entrusted to him the same qualities.

How to improve the productivity of poor performers

I must say that sometimes it is very difficult to deal with an employee who for any reason can not cope with their responsibilities. Some of his subordinates do not work well, but resist any advice and do not go to feedback. And some do not meet the requirements, but feel quite comfortable because not even realize that they have a problem. And there are those whose performance is constantly low, and they are aware of this, but it just did not care.

Whatever the cause of the poor performance from some of his subordinates, the head of the task is always the same - to find ways in which to get everyone to work as expected. What do you, as a leader, can take to improve productivity?

• First you have to believe in yourself that everyone can change for the better. If you know up front that the staff can not reach a better result, you can not support them will not be able to focus on solving the problem and did not see any chance of maximizing their hidden powers and possibilities. And all because you will feel that everything is useless! Subconsciously we always act according to what we believe. So, if you are sure that your employees will be able to achieve the best results, then you will have a strong motivation to help them in this. In addition, thinking that your employees can be an excellent worker, you create an atmosphere of acceptance that will help them better solve their problems.
• Learn to find the underlying problems. Without it, you will not be able to find the right solutions. If you are not sure how to find out the causes of poor performance of subordinates, start with that ask the following questions:

1. "He (or she) realizes that part of his duties? "You have to ask this question in the first place because some employees do not cope with the tasks only because they do not clear the essence of their work. In this case, the task force does not work, and explain how and what to do.
2. "He (she) knows about the standards of performance? "This question must also be given of the first, because some of your employees do not understand what kind of performance expected of them.
3. "Is not the task is too simple and does not coincide with his (her) interests? "Because if there is no interest in the work, there will be no motivation to perform better.
4. "Are there any difficulties in organizing or restricting the resources provided by the system to the task? "
5. "Do not serve the cause of the improper performance of insufficient expertise? Whether the employee has received sufficient training or coaching? "
6. "Do not you feel yourself worker unrecognized or inadequately reward for your work? "
7. "Is the reason a personal problem employee? Or a health problem? Or a financial problem? "
8. "Do not feel themselves insecure employee, taking on too complex for his duties? "
9. "Is there a pressure or a negative impact on an employee from his colleagues? "

By asking yourself these questions, you will be able to quickly and efficiently find the cause of inefficient work of subordinates.

• After finding the cause, try to find an effective method to solve the problem. For example, you find that the reason for the low performance of your slave became his incompetence. What to do in such a case? There are several options:

1. The revision of official duties;
2. Training;
3. Transfer to another area of ​​work;
4. Dismissal.

Of course, each case must be evaluated on an individual basis.

• In some cases, to actually get someone of his subordinates to work as expected, you need to take disciplinary action.

But on the last - about how you can get subordinates to comply with the labor discipline - should talk more.

How to enforce labor discipline

Supervision of the other can be a very difficult task. A person who likes to keep everything went without incident, can especially feel uncomfortable in the role of leader. Quite often the leader of the team has to produce a disciplinary action for poor performance or misconduct. It is important to take disciplinary action professionally and competently. And, of course, justified. The first thing that the manager must do - is to get all the facts of the violation. To do this is to investigate in detail the problem, asking all the questions, which we have already spoken.

Once all the facts are examined, the head should be acquainted with the personal business employee to determine whether the latter has similar problems in the past. It is necessary to take into account the age of the slave, and his seniority. It is necessary to take into account also the personal characteristics: whether the violation was triggered deliberately or whether it declined to violations of other team members? If such a breach or behavior is unusual for this employee, you should consider external factors: not too increased pressure on him lately and have not been added to any new responsibilities?

Once the head is satisfied that disciplinary action is necessary, the next step is to determine what it will be for the measures. It can be verbal suggestion, written warning, fines, demotion or even dismissal. In the application of disciplinary sanctions is best to capture these measures are documented. How to report punishing subordinates who for some reason has become a bad run? It is best to direct supervisor summoned a slave, just saying what caused the need to talk with him. Employees must be allowed to express their views on the incident.

Do not let the situation develops in such a way that the guilty worker became "belligerent" with your party. If at any point you feel that you may not know all the facts, we should not continue to insist on a subordinate in charge of negligence. You can tell him that you are going deeper into the problem and return later to this conversation. It is advisable to call the slave exact date when you're ready to continue to address the issue - two hours, for example, two days or one week. Depending on how much time you need for a complete review of all the facts.

No matter what the punishment provided for the worker, he must have at least verbally given, so to speak, of his behavior intervention plan. He must have an idea of ​​exactly what to expect in the future, if the violation is recorded repeatedly, and how he must change his attitude. Make sure that the slave is clear, and allow it to ask any questions relating to his "plan of correction."

If the head of the right will select the measures of influence on subordinates, and will then be confident in its decision, the employee will conscientiously respect the measures provided for it, and the future will always remember that it must fully carry out their duties and to follow the policy of the government.

What do you, as a leader, should always remember to carry out procedures of punishment subordinates? Do not forget that:

• All decisions must be taken in accordance with legal regulations;
• All disciplinary measures should be documented. Including the reasons for violations of labor discipline, the previous incidents, checking that the employee was informed of the possible consequences of poor performance. Documentation required as evidence in the case will be made any legal action;
• Make sure that the problem arose really the fault of the employee. And do not punish the slave, if the factors that prevented him from working fully, not under his control.

Ensuring discipline and high productivity is a necessary part of the head, his professional duty, and failure to do so may result in disciplinary action that will be applied already to him.

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