如何处置工作中的懒虫.doc

What is the first step to managing slackers?? Unfortunately, you have to get to know them in order to discover why they are slacking out.? To do that, seek out evidence of what your slacker employees’ value. Do they wake up for certain activities but sleep through others? Do you notice them talking animatedly in the lunchroom on some topics? Study their habits and gather clues as to what useful rewards might be. Another technique is, of course, the obvious one: you could just ask. Some questions to help you discover values might be as follows: I have been noticing that you do not seem as interested in your job as you used to be. What company reward might be a good motivator for you? Im curious about your other jobs. Were there anywhere you felt consistently motivated? What kinds of rewards or incentives were offered? What is your dream job? What do you think would motivate you to do your best in that field? Once you know what someone values, you will find it easier to motivate him or her. Talking With Slackersif you loath managing slackers youre in good company. In a recent study by Leadership IQ, a training and research organization based in Washington, D.C., 87 percent of employees reported that working besides low-performing colleagues had made them want to change jobs. Further, 93 percent also claimed that working with low performers decreased their productivity. How to Deal with Slackers on your Crew Lynne EisaguirreWorkplaces that Work Low performers can feel like emotional vampires, sucking the energy out of everyone around them said Leadership IQ chief executive Mark Murphy, whose company surveyed 70,305 employees, managers, and executives from 116 companies and organizations. Those surveyed were asked to list characteristics of a low performer. The top five characteristics were: A negative attitude A tendency to stir up trouble Often blames others Lacks initiative Is incompetent Low performers excel in the art of work avoidance. They spend more time argu