Maternity leave, moving, solving pressing everyday issues – when all this starts to come to the fore, it becomes difficult to concentrate on work. Changes in personal life require large sums of money, but rarely do these factors motivate someone to work more. On the contrary, most often employees begin to demand a raise, complain about difficult circumstances, without making any effort on their part.
Solving personal problems at work
It is important not to follow the lead, but to soberly weigh all the factors. Pressure and threats do not work well in this case. Offer the employee conditions for increasing his salary through the implementation of new tasks, KPI. Make a specific work plan. If the employee's goal is to keep the position and increase income, he will change his attitude to work and the failure to fulfill tasks will stop. If not, he will quit himself.
Reason #4 – The company components of a job seekers database does not have a system of punishment for failure to perform duties
If a company does not have a system of penalties for lack of results, there is a risk of sabotage and failure to achieve set goals.
It's not just about financial liability. Punishment can be in the form of a fine, lack of a bonus or other type of incentive.
Just don't get carried away! Too strict a framework can lead to the opposite effect. Employees will be forced to leave the company because they risk being fined for any failure.
How can this cause of sabotage be eradicated:
Develop and implement a reporting system. The level of responsibility in this case increases. If each employee knows the scope of his responsibilities, he will be able to report on the performance of his tasks. And it will be faster to find out the reason for the failure when each employee has his own task report.
Task Report
Shift responsibility to the employee. If your decisions seem wrong to the performers, allow them to act at their own discretion. Provided that this does not harm the business. When the employee understands that his decisions were less productive, and he will lose his bonus, he will be able to quickly reconsider his attitude to work and the advice of colleagues.
Introduce bonuses for finding and correcting employees' own mistakes. Many companies do this when they encounter intractable line managers. This psychological technique allows the employee to look at the performance of their tasks from the outside. And, as a rule, it becomes much easier to reach an agreement. Moreover, it is easier to develop an improvement plan based on the identified mistakes.