I have an employee who refuses to cooperate with her co-workers, saying that her bad attitude is their fault. This employee lags behind in work and puts forth minimal effort each day. Help!
This is a great question. The first move for you is to find out what, and how, this employee is motivated. Are they motivated by incidence or playful contact; what does that look like for them specifically? My hunch is that one of these needs are not getting met. When you find out how this person is motivated, then you can begin motivating them in a way that works for them, and then mentor them as to how they can get their own needs met, without relying on others to do it for them. Remember, if this person is a Rebel or Promoter, then the way they get needs met for incidence and contact is usually going to be outside of the traditional workplace environment. You may be stretched in motivating this person, however I bet that this person has some unique gifts and skills to offer!
Second, implement accountability for this person. Blaming is a way to avoid responsibility. Be prepared to share with this person the parameters of their job and the consequences for not following those parameters. And you also must be prepared to deliver those consequences if necessary, they cannot be empty threats. Also, deliver consequences in a way that is not blaming, attacking or acting like a victim. Consequences must be delivered from a healthy place within you. (Learn more about drama-versus-compassion here:http://next-element.com/2010/10/take-the-drama-out-of-customer-relationships/)
Third, when you find out how they are motivated, stay “in channel” with this person. The channel for Promoters is Directive and for Rebels it is Emotive.
People will always get their needs met. They will do it in an unhealthy or healthy way. If you see healthy behaviors, then people are getting there needs met in a healthy way. If you see unhealthy behaviors, then people are getting their needs met in an unhealthy way. The key is to make sure you and your employees are getting your needs met in healthy ways, each and every day.
Finally and the most important: Get your psychological needs met first and make it a priority!
Examples for Rebel getting needs met at work:
- listening to music
- taking breaks with peers
- having fun objects in work space
- going home early of work if done
- going out to lunch with boss and/or peers
- giving them a day or half-day off for a job well done
- supervisor can “drop-by,” what’s up, what’s new?
- put them in-charge of office fun day or fun dress day
Examples for Promoter getting needs met at work:
- challenge them to do more faster
- when their responsibilities for the day is done early, they get to go home
- let them work alone
- give them challenging tasks
- challenge them to compete against their past performance
- do not micro-manage, let them figure out how to do the job, only parameter is that the job has to be done
