How aggravating is it when you are trying to get your work done but your work relies on other people who just don't do their job? This infuriating phenomenon seems more common than ever, and we're not sure who to blame. It's quite possible that technology is the culprit. People are so over-stimulated by millions of emails and texts and chats and distracted by flashing banner ads and the urge to update their Facebook status every five seconds that they get super confused and forget what they're supposed to be doing in the first place - their job. Well, we asked around and combined the gems of wisdom we heard from our friends and colleagues with our own proven strategies. We hope this saves you time and a little bit of frustration.
If you suspect that technology is indeed the problem, then we suggest making technology your friend by using it against your lazy enemy. If the person in question doesn't respond to your emails, then text them. If they don't respond to your texts, find them on gchat and chat them. If that doesn't work, blackberry message them. You get the idea. Try each form of communication once a day every day until you get a response. We're pretty sure they'll hate being attacked on all fronts so much that they'll actually log off of gchat, power down their blackberry, and start doing their freaking job.
Another way to use technology against someone is to employ the powerful CC. If you work at a corporation and need a co-worker's help to get your job done, CC their boss on every request you make. It may piss them off and make them feel tattled on, but having their boss aware of every job they are supposed to do for you is definitely a good thing.
If you don't think that technology is your problem after all, and instead you're just stuck with a lazy person who doesn't give a crap about helping you, it might be a little bit tougher to get them in shape. In this case, we don't suggest using technology at all. Instead, walk on over to their office and tell them in person how much you appreciate their help. Seeing you as a human being in need as opposed to an email address on a screen might help motivate them. Be careful, though. Kathleen, who works at a University's Alumni Office, says, "It's important to try not to come across as arrogant or condescending - this tends to slow the process down and create more resistance on the other end (as if you're not getting enough already)."
Another piece of advice we received might not make many of you happy. An anonymous publicist at a major movie studio said, "I just freaking do their job for them--and let it be known. And at the end of the day I hope and pray that my work will be recognized and I will be the one to get the raises and promotions." While you may not be looking for another set of responsibilities, it's true that sometimes the extra work does pay off. So if you're angling for a promotion, this may be the way to go.
Of course, one common suggestion from everyone we talked to was to fix the problem, not the solution. A retired CEO of a postal company simply said, "Fire them!" Kathleen also said, "If you're the boss, fire him or her immediately!" However, Kathleen also has some good advice for those of you who aren't in the position to hire and fire. "Bribery," she says, "never hurts, either."
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Too often in the corporate world, those who do the least amount of work spend the most amount of time kissing up to the bosses. Too often, those who do not and/or cannot work end up getting the promotions, making the situation temporarily better for those at the top, but making the organisation weaker in the long run.
I have had people in management admit to me that they would choose those who did the least work for promotions to supervisory positions, on the theory that such people often make the best supervisors. That is certainly not my opinion on how to make a lean, mean, fighting machine, but then its not my corporation to run. I even read a manual, when I was in the armed services, discussing the advantages of promoting someone who does not work over someone who does work. The theory was that this way you do not lose a worker, and the slouch might make a good supervisor.
I have said this before, but, am I the only one who thinks this is a recipe for disaster?
In the phrase, "I do the work of two people", does it follow that one person can only do the work of one person? If one person does a lot of work, isn't it really just the potential maximum work that ONE person can accomplish? And who works to the maximum capacity of a human being each and every day? We have seen through forced labor, slave labor, that in relatively short amounts of time massive things can be built or accomplished. Managers often get "more work" out of an employee by motivation. Not much compares to a positively motivated employee or a self-motivated employee, to do the work of THREE (?).
Is there some practical unit of measurement of just what is an amount of work ? Some jobs are easier to note productivity, others not so easy. If I choose to be much smarter, than a fellow worker, and use my intelligence to save myself and the company much time and effort, does that allow for me to take my day just that much easier or does a greater workload just naturally fill the void. To me it seems like the latter. There are ordinary horses and there are "workhorses". Some people just look the part and know how to make something like (though truly valuable) filling the copy machine with a ream of paper look like curing a disease.
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As for younger workers, as one, I'll tell you that I saw the previous go-getter Baby Boomer generation work themselves to death. Long days, weekends, whatever it took, give 110% and all that nonsense. Know what it got them? Divorced or in strained marriages, kids who barely know them, stressed out, physically ill because of work. And now they're all getting screwed out of their pensions and savings thanks to the lack of regulation in the finance industry. No thank you. I'll work, I'll do my job - to a point. But I will have work/life balance and I'm not going to wait until I'm in my sixties to enjoy life and take some time off once in a while.
I think we should have, not only universal or transportable healthcare, but transportable retirement, as well.
And Kroger don't accept "self esteem" to pay for the groceries.
Most of my management preferred to stay in their plush air conditioned offices, while the workers were out in the heat. The only time you'd see them, if the team was underperforming and they'd come out to crack the whip, lol. Threaten the overworked workforce with more work. Brilliant idea, while we're already doing managements 24 layers of managerial jobs for them, why don't they just sign us over their paychecks as well??
As a non-unionized manager of unionized staff I work 60-70 hours a week and make just $2000 less than my employees. They work 40. Period. Otherwise, we're looking at double time.
I have my own office while they share a common work room. Both are air-conditioned. Mines littered with stacks of papers and files that need to be worked on. They've got plants and knick-knacks.
My days are spent attmepting to balance my own projects and deadlines against the fact that I spend almost half my time correcting their mistakes...the ones they make because they don't know how to manage time or pay attention to detail or ask questions...all those little things that got me my oh-so-cushy promotion.
I've milked union contracts before. I know how to work them...but it doesn't matter. Drones are conditioned to do nothing more than they have to in order to get by. Oh, but they all want pats on the back...as if $20 an hour to do a minimum wage job wasn't enough.
I'm sorry, but I've had WAY MORE crappy employees than crappy managers.
Now excuse me, but I've got to go to my part-time job...the one where I'm not a manager...the one I need to keep up with today's economy...and suffer the dirty looks of all my other co-workers for offering to put in a little extra effort.
As for those crappy employees, please remember that while YOU can improve your bottom line, most of them cannot. Twenty dollars an hour, in the face of mounting bills and debt, is not enough in today's world. That's it for them, the end of the line in terms of pay scale, advancement, or even learning.
But prospects look better for you, you're a manager. You could work anywhere, that is if your good at it.
It's your job to ensure that the employees are doing their jobs and it's also your job to keep meticulous records when employees are not doing their jobs. YOU are the front line of the bureaucracy!!
Oh, and it's very possible that the fact that you see your co-workers as drones is a huge part of the problem. If you were in my employ, that's the first thing I would have you work on :)
When I worked in an office environment and this happened, I would go to the person and ask nicely what the hold up was... explain my own timelines and, once we'd talked about it, I would reinforce the message with a confirmation mail. If the work didn't come in on time, I just got their supervisor involved. After a few times, I noticed that although everyone else was complaining about the couple of people who acted that way, I didn't ever have that problem from them.
The problem is often that there's a lack of follow through on issues like this. Person A complains to co-workers but seldom to the supervisors involved and it's their job to deal with a problem like this one...
Make someone defensive and their ability to comprehend your intentions decreases, drastically.
CAMERAS? Forget them unless there is a security issue. Better check your state's law re work place cameras AND IF they are allowed ya better save every one of the tapes for the lawsuit - not from just the slacker, but a possible class action by all your employees.
As I said - great idea - just a few flaws.
We all lost our jobs in a corporate takeover where all product development was moved to Boston and Dallas. We were initially staggered but slowly reformed on our own out in the street. Eventually got venture capital and are back in business after five years of incredible effort throwing on every down. We went from $0 to $55 million in revenues and the NYC Wall St. corporation that threw us into the street went under having to sell our book of business for $380 million to pay off debt they accrued like drunk'in sailors and is now being sued by the Attorney Generals of 18 states for insurance processing fraud. We are now getting their clients back hand over fist.
All because everyone pulled their weight with great skill. No room in our company for people who cannot convert third downs into first downs. The days of fat American business corporations and their clueless MBA managerial classes drifting through life are over. I am truly blessed. I would lay down my life for the people I work with. I absolutely love them.
One important factor that has been overlooked in the post and the responses is the culture of the organization -- are there clearly stated work rules and a process for evaluation based on those rules? Many small organizations don't bother and this can breed these small anarchies. Another issue is that supervisors may be afraid to confront poor performing employees because they fear not being liked or, worse, being accused of harassment. It's as bad as those who are more interested in being friends with their young children than doing their jobs as parents.