How to Deal with A Slack Off Employee?

August 16, 201610:49 am2245 views

In a workplace, there are many different types of employees. From high performers to those who isn’t that all disciplined. As an HR personnel, one of your duties would be keeping a look out on such employees where various distractions compromise their productivity level.

Alarm bells should be ringing if you found out that the particular employee is and not limited to the following:

– regularly browsing non-work related sites

– always on the phone swiping or texting away

– taking too regular short naps

– delaying tasks or deadlines

– frequently not at their desk

– always complaining about their tasks

– making excuses for their incomplete work

The existing of indiscipline employees is undeniably frustrating. By just pretending not to see these warning signs and letting it go, the behaviour might influence the high performers too, as there is no difference in the treatment between them and those slack off coworkers.

See also: Having a Healthy and Supportive Relationship with Colleagues

Here are some ways to deal with a slack off employee:  

  1. Observe objectively.

As an HR personnel, you are expected to be as fair as possible. When you notice an employee doing non-related work, is he/she being lazy or just having a short break after accomplishing some tasks?

Other than reporting it to your management straightaway, it is advisable to observe first. Observe for a period and take down notes on the behaviour before you justify if what the employee is displaying, justifiable.

  1. Other employees being distracted.

When an employee starts to be on the phone, texting or talking, browsing non-work related sites. Ignoring such actions for some might be hard. Other than distracting others, such actions could also disrupt the rest from trying to complete their share of work. It is important for everyone to be focused on their task at hand and not be distracted.

If you realised that the others are being distracted by the particular employee, perhaps it is time for a friendly chat where you speak your concerns.

  1. Don’t tattle directly.

Unless with concrete evidence that the employee is indeed slacking off, it is best not to report it straightaway and sow discords with the team. As an HR working in a professional environment, learn to differentiate between reporting bad behaviour for the good of the company and being a telltale.  

  1. Don’t let them affect the team’s performance

Lazy coworkers not only affect other colleagues. Instead, he/she will also dampen the overall team performance. When it seems that the team’s performance is being affected, it is time to speak to the team.

Together with the team’s manager, find out what is going on that has caused the unsatisfactory results. If it is due to other employees being slack about the work, and with the notes you had taken about the employee, it is then time to speak to the management on your findings.

That is when you can discuss with the management on the actions to be taken.

  1. Don’t gossip to other colleagues.

Gossiping and badmouthing will create a toxic workplace. Else, it doesn’t bring any significant solution towards the main issue. Instead, as an HR personnel in the company, you should not be discussing such issues with other colleagues from any other departments. Such problems are supposed to be kept confidential.

Though slack off employees potentially lead to a decrease of productivity that in turn, affects the overall company, instead of approaching the problem harshly, it is encouraged to identify the main concerns then initiate solutions to help the employee understands and acknowledge his/her mistakes. In other times, supervision might be necessary.

In this way, not only the company help the particular employee get back on the right track, but it also portrays a good impression for the others that the company does care about its employees.

Next read: Must-Do Tasks that Cost Productive Time Loss

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