Slackers can drag down a workplace in more ways than one. The most obvious effect is others have to work harder to get things done.
And that can lead to everyone’s morale going down. Over time, slackers poison the well.
Employees who work alongside a slacker over time will react in one of two ways – both of which are bad for any company:
They decide they want out. Ninety percent of people say working closely with one or more slackers makes them want to change jobs, according to a study. The flip side …
They’re tempted to take it easier themselves. After all, if the slacker can get away with giving 60% all of the time, why shouldn’t they?
Four things you can do to nip this problem
Often times slackers act that way because of personal problems, declining skills, etc. They may be redeemable.
Just make sure that the slacker is your secondary concern. It’s the hard-working staffers who matter more.
So take a tough stance with slackers – even if you think a performance improvement plan (PIP) can turn them around:
1. Explain that missed deadlines will not be tolerated. They’re expected to complete work on schedule just like everyone else.
2. Set daily, weekly and/or monthly goals. Follow up with them regularly to make sure they’re getting the message.
3. Put the slacker on probation. A worthwhile employee will improve her performance if she knows her job’s on the line.
4. If you don’t see prompt improvement, fire him. Answer this question honestly: “Will this person respond to a swift kick in the rear end of am I just wasting my time?” Then follow your gut response.
