You are not alone so the question you’ve got to ask is why?
The thing is, people forget about all the benefits, flexibility, vacation time, raises, and training when they face something they don’t want to do. It’s worse when they also believe it’s not necessary. Simply telling them it’s required and even explaining why is often not enough to get them to do it.
You can say something is required but if nothing happens when it’s not done, then it’s not really required and your people know this. It’s hard to find and keep decent employees so I’m not suggesting the traditional 3 strikes and you’re out for every infraction, but you do need to take action.
For required duties that are not related to safety or compliance, here are simple actions to take today:
You are rightfully frustrated but speaking while angry is not a good idea. Take a beat and think about how you want the conversation to go…then practice a few times. It may feel awkward but it will help you in the moment. You can express frustration and disappointment in considerate ways and this will help you and your employee leave the conversation with a solid path forward.
Does this sound good in theory, but you’re not sure how to make it a reality? I’m happy to explore options with you…call, text, or email me to schedule a conversation. 734-276-4328 email@example.com