Managing unproductive employees
HCA 545 Full Course Organizational Structure Dynamics And Effectiveness Module 4 DQ 2
Of the two approaches on managing unproductive employees — the closed impersonal method and the modern persuasion method — which is more effective and why? Explain your reasoning.
ADDITIONAL DETAILS
Managing unproductive employees
Introduction
It’s difficult to have a productive team when you have employees who aren’t pulling their weight. But if your unproductive employee is truly stuck in a rut and can’t seem to get out of it, there might be hope for them yet! In this article we’ll explore some ways you can help your unproductive employee improve their productivity and become more effective at work.
First, you have to be clear with the problem and your expectations.
First, you have to be clear with the problem and your expectations.
You should be clear about what the problem is and how long it has been going on. If someone is unhappy in their job, they will know this by looking at your performance review or annual review. You should also give them an opportunity to tell you their concerns clearly and directly if possible (for example: “Let’s talk about this so that we can fix it together!”).
Don’t assume that all employees want equal pay for equal work when it comes time for negotiation; some people just aren’t cut out for management roles—or even office jobs! And within every company there are different types of management styles: some need more direction than others do; some prefer more autonomy over co-ordination; etcetera…
Next, you’ll need to figure out what’s holding them back.
Next, you’ll need to figure out what’s holding them back. There are a few ways you can approach this. You could ask yourself: “What is holding my employee back from getting their work done?” Then, once you’ve answered that question and come up with an answer (or two), spend some time thinking about how their current situation might be affecting their productivity at work.
For example: “If I were in charge of this project and had nothing else going on right now but wanted it done yesterday, what would happen if I said ‘you’re fired’?” Or maybe instead of asking yourself “what,” try thinking about why—why does he seem so unmotivated? Why can’t she focus on anything longer than 5 minutes at a time? Once again: Are there external factors that may affect whether or not he/she will succeed in his/her job duties?
Once we’ve figured out exactly why our employees aren’t achieving their goals and objectives as well as they could be doing so far (and possibly before even starting our training sessions), then all that’s left is making sure everyone knows about it!
Create a system that works best for your company.
Rather than trying to solve the problem of unproductive employees by yourself, it is better to create a system that works best for your company. This means you need to make sure it is fair and transparent, clear and easy to understand, consistent and predictable.
Once you have created this system, it may be time for some employee training so that everyone understands what they can expect from each other in terms of responsibilities.
Giving unproductive employees a second chance can prove beneficial for both sides.
It’s better to have a productive employee than an unproductive one. If you give them a second chance, they may be more motivated in the future and this can benefit both sides. However, if you don’t give them a second chance, then your company could lose them as well.
Conclusion
So, what do you think? Are you ready to give unproductive employees a second chance? If you’re not sure whether or not it’s a good idea, give it some thought. Think about how your company would benefit from being able to use more of its resources and sell more products if only employees were more productive. And if you decide that giving unproductive employees another chance isn’t worth it for your business—we understand! There are plenty of other ways to make the most out of your current resources.
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