Productivity booster?

Or too much of a good thing?

A client was having trouble getting two key employees to produce timely results. "No amount of prodding, begging or cajoling gets them to deliver on time."

I wondered whether the employees felt too secure in their positions - that they felt the company needed them more than they needed the company. The owner agreed that his employees had gotten too comfortable. How do you handle a situation like this?

The natural tendency is to:

• establish specific goals and timeframes
• communicate those goals and timeframes to the employees
• monitor their progress
• threaten dismissal if the goals/timeframes aren't met

In other words, you try to shake their world.

My experience is that employees in this situation tend to ignore the threats. After all, they've listened to their boss's rantings for months or even years with no consequences. Why would they believe this time is different? Plus, they still believe the company is more vulnerable than they are, so why should they change? Finally, none of us likes being dictated to, so we dig in our heels when someone tries. These employees are no different.

Employees respond better when you engage them in establishing their goals and priorities for the coming week, when they have input in setting deadlines, when you afford them a weekly opportunity to celebrate their success. If this approach doesn't work, shrink their roles.

It's counter-intuitive, but if you shrink their roles - take away some of their responsitibilities - you send a very clear message that their future is in question. You don't threaten, you don't beg, you act! In addition to sending a clear message to your employee, you minimize the likelihood of a wrongful termination suit. How?

You demonstrate a willingness to do everything in your power to afford the employee a chance to be successful. What better evidence could you offer than the fact that you've reduced their workload and they still haven't performed?

Normally, after two workload reductions within a two to three week time period, these employees leave of their own volition.

Please share any techniques you have for dealing with employees who feel that they're indispensable by posting a comment. If there are topics you'd like me to address, please email them to me at dale@furtwengler.com