OT: problem employee, how to motivate?

[Delicia 1]

For any of you that have supervised people or any of you that have had wonderful bosses I have a dilemma...

I took over management of a small group of people in a corporate environment. One of which who has been a problematic employee for quite some time (long before my arrival on the scene). The management has been reluctant to let her go because we just struggle on the entire office level, to find replacement personnel in any kind of timely manner. The practice is growing like crazy and in an office of 50 people currently that has 17 vacant positions for lack of available talent in the marketplace, I guess I can understand. I already have 1 vacant position that our HR department has been unable to fill for 3 months so far and I really can't afford another vacancy right now.

Anyway, I am having trouble finding a way to motivate her. Recently, she submitted a request to go from part time 3/4 time to full time. This employee has absentee issues, and can't seem to find ways to keep herself busy at when she does show up to work. She has very basic tasks (she is a support type person for the specialists and managers) and she sees her job in with a very limited perspective. She finishes her basic tasks for the day (about half her time) and once those are done, she thinks it is social time and spends her time on the phone with friends, writing epic emails to friends and relatives, or socializing around the office. I am tired of chasing her down and tracking her movements so I know when to give her a new project. She has other responsibilities that are a bit more complex that she routinely ignores (perhaps due to the difficulty level). I have no issues with her personality; she is never disrespectful and will usually complete things I ask her to do, I am just tired of this babysitting job that I seem to have hired into.

I am scheduled to sit down with her and my boss and explain to her why I am denying her request to go full time tomorrow morning. I basically cannot justify it. She barely puts any real work time as it is and I personally think she is looking for more vacation time. I would, in some kind of dream world, like to see her convince me with actions that it is worthwhile for me to keep her, even at a part time basis.

Anyone got any new ideas?

[EmilyandJason 0]

There probably isn't time to read these by tomorrow, but I've found the One Minute Manger books to be very concise and helpful:

http://www.blanchardlearning.com/templates...p?product=11989

There probably isn't time to read these by tomorrow, but I've found the One Minute Manger books to be very concise and helpful:

http://www.blanchardlearning.com/templates...p?product=11989

[Carlawarla 1]

I think sitting down with her should have probably happened before she put in this request, but I'd use this opportunity to say to her exactly what you've told us! I'd be giving her some opportunity to be involved in the process by asking her to set some short term goals in picking up her socks. If you have a HR dept. you might have a big enough company that could or does offer some one day or half day classes in time management.

Has anyone asked her if she doesn't complete some of her work because he might find it too difficult? While it's the employee's responsibility to tell someone if they aren't able to do the work due to training issues, it's quite another if they haven't even been trained, or poorly trained.

Wondering if anyone has ever asked HER what motivates her. Maybe she's extremely bored. Maybe money is the motivator..in which case, if she does a good job she could be monetarily rewarded, and should be told this. Motivating her at present, might be as simple as telling her that her performance is not acceptable. That might scare her into thinking about this seriously.

I'd also suggest some deadlines for having her put in place some better workplace practices. Meeting with her every few weeks or once a month to review set goals and objectives would be a good idea.

It's really easy for people (not saying YOU are) to just "fire" people for not doing a good job, when in reality that same employee might go through several jobs before anyone ever sits down with them and says...hey, this is what the expectations are etc.

Each employee , no matter what their job or tasks are, are valuable. Let her know that her contribution is an important part of the overall work place, and that you're willing to work with her, or someone is anyway, to help ensure that everyone is happy and efficient.

Edited February 27, 2008 by Carlawarla

[Flames9_RN 358]

COMMUNICATION! One should sit down and have a friendly chat, when one sees problems arising, and even when things are fine Try and keep things positive and state what you expect of them and maybe ask what they expect from you and other management!! If one doesnt have these chats, the employee make think things are fine! And I'm sure in that meeting she will state she had no clue people were not satisfied with her work as now one has told her. Hope the meeting goes well.