You Give and Give and People Still don’t do Their Job

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.

So What’s the Solution?

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:

Have a 1-on-1 conversation with the person not completing the required duties. Saying something to a group allows everyone to wonder if it’s them so having a personal conversation clears up confusion and also introduces a little awkwardness that is often motivating. Remember to put your detective hat on and get to the bottom of why they aren’t completing certain duties.
Once you find out what the person’s issue is, offer ways to help. Maybe they find a form confusing, so help them complete the form a few times until they get the hang of it. They may need additional time to complete the task but their crew is onto the next project, so you can ask the scheduler to make an adjustment.
Have some consequences at the ready that don’t include termination and clearly communicate them in your personal conversations. Here are a few examples:
- A check doesn’t get cut or supplies aren’t ordered without the proper form.
- Their ability to get a raise or promotion is impacted by not performing required job duties consistently.
- They are not eligible for profit sharing or bonuses because they aren’t completing required elements.

Thoughtful Communication is Key.

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 bridget@bridgetbaisch.com