When Managing Lazy Employees, What's the Best Approach?

Making the decision to retain or let go of a lazy employee is never an easy one, especially for managers.

Context Matters

Let's first establish some context. You were brought on to fulfill a specific job description, which aligns with your skills. However, due to staff shortages, you've been tasked with additional duties, including cleaning the kitchen, working the front desk, and covering for maternity and paternity leaves. These extended responsibilities have significantly increased your workload, leading to questions about whether your initial title and responsibilities still match your current tasks.

The Challenge of Underperformance

Employees leave, and their positions are left unfilled, burdening current employees with their workloads. This leaves managers like you carrying the extra load. If you're saying enough is enough, could it be that you're still performing the duties expected of you? Or is it that you're indeed struggling with underperformance?

Understanding the Root Cause

It's crucial to understand the underlying reasons for the underperformance. Sometimes, these reasons can be quite illuminating, revealing issues that go beyond mere laziness. For example, is the work environment causing the problem? Are there issues with the job itself, such as a poor fit or lack of resources? Understanding these factors can help in addressing the situation proactively.

The Importance of Clear Expectations

Clear job descriptions and performance expectations set the foundation for a fair evaluation of an employee's performance. When a job isn't being performed, it's essential to determine whether the misalignment between the job description and the employee's role is a reason for underperformance. If not, then the employee needs to be held accountable.

The Process of Accountability

Most organizations have a process in place to address underperformance. This process may include putting the employee on notice, providing them with an opportunity to meet the expectations, and only retaining or releasing them based on their performance. Even in informal environments, a structured approach should be taken to ensure transparency and fairness.

Beyond Persevering

Persevering in giving an underperforming employee a second chance is noble, but it's also vital to assess the reasons for the underperformance. Persistent poor performance can quickly undermine team morale and trust. Sometimes, the best course of action is to part ways, ensuring that the team remains productive and motivated.

An Example from Experience

One instance where-clear intentions were evident was during a technical interview. A candidate refused to participate in the required technical activities, asserting that they wouldn't answer technical questions or write code. This stance was straightforward and left little room for misunderstanding. After politely declining the candidate, we didn't make an offer, ensuring the integrity of our hiring process.

The Impact of False Advertising

Another issue that arises is the prevalence of false advertising in job descriptions. Employees who join based on misleading information can find themselves in roles they are not suited for, leading to further complications. As a manager, being aware of these risks and conducting thorough evaluations can prevent such scenarios.

Conclusion

Managing lazy or underperforming employees requires a delicate balance of understanding, accountability, and fairness. By setting clear expectations, following established processes, and addressing the root causes of underperformance, managers can take the necessary steps to maintain a productive and motivated team.