Remote work is becoming increasingly popular. In fact, 62% of workers across the globe work remotely at least occasionally. While remote working can increase productivity and improve work-life balance, managers are finding it harder to keep on top of exactly what their staff are getting up to.
Even in an office environment, preventing employees from slacking off can be a challenge. There are many distractions, such as office chit-chat, coffee breaks, and mobile phones that can cause employees to lose focus on the tasks at hand.
But it’s not all bad news. With some easy tweaks, you can keep your workforce engaged and focused on their tasks. Here’s how.
1. Make Their Workspace Comfortable
It’s easy to jump to the conclusion that your employees are workshy or uncommitted to the job - but there may be other factors at play. Have you considered, for example, that your employees might need a more comfortable set-up?
If you see employees wandering around the office and talking to other staff members, it’s possible that their office desk space is uncomfortable.
As well as upgrading your chairs to a more comfortable, ergonomic solution, consider buying new desks. From a standing desk to a height adjustable desk, there are multiple options available to make your employees’ lives easier.
If your workforce is based remotely, order suitable desks and chairs to the homes of your staff members, so they can enjoy the benefits of adjustable desks and feel more inclined to spend time there. Goodbye to excessively long lunch break walks, hello to more productivity.
2. Set Clear Expectations
Another common reason why employees slack off is that they aren’t sure exactly what’s being asked of them. If a staff member isn’t being as productive as they should, consider whether you’ve given them all the information they need to do their job correctly.
Take the employee to one side, and privately reestablish what you expect from them, in terms of hours worked, tasks completed, and objectives met. If the employee doesn’t understand the tasks they’ve been assigned, work with them to give an in-depth overview of what’s involved.
Conversations such as this one should have a follow-up, so schedule a meeting at a later date to discuss the employee’s progression.
3. Keep Employees Accountable
Micro-managing is an ineffective leadership method. Instead of improving productivity, micro-management reduces it for 55% of employees, with 68% saying it had decreased their morale.
That being said, you must implement ways to keep employees accountable while avoiding slipping into the role of a micro-manager. Introducing timesheets is a good start.
Using a digital tool, ask employees to track their work throughout the day. The timesheets shouldn’t be too granular - every email sent doesn’t need to be listed - but if the timesheets are filled in at least every two hours, not only will you get a better idea of what your employees are doing, but you’ll also encourage them not to slack off.
This method of keeping employees accountable is particularly useful if your workforce is remote, leaving you unable to keep an eye on productivity in person.
4. Introduce Reward Schemes
Work should be an enjoyable place to come to rather than a stressful one, so prioritise rewarding employees for doing well, rather than punishing them for not working hard enough.
By introducing reward schemes - such as bonuses or employee of the month titles - to employees that go above and beyond, you can incentivise hard work. Not only that, you’ll build a better employer-employee relationship by showing them you value their input.
5. Improve Mental Health Provisions
Many common mental health issues - such as anxiety and depression - can have an impact on your performance at work. Not to mention that neurodivergence like ADHD can make it hard to concentrate.
Keep your employees performing at their best by putting helpful mental health provisions in place for those who need them. Whether it’s an occupational therapist, a free subscription to a mental health app, or flexible time off, allowing employees to prioritise their wellbeing when necessary will allow them to be their best selves in the workplace.
Final Thoughts
When employees aren’t fulfilling their job roles or carrying out tasks to the best of their abilities, it’s easy to jump to conclusions about their lack of commitment or work ethic.
Most of the time, however, this behaviour comes as a result of an issue with the work environment, whether it’s an uncomfortable desk area or a lack of mental health provisions.
Before making rash decisions such as letting go of an employee because of their poor performance, have a private discussion with them about what changes would make them more likely to increase productivity. Only after you’ve given an employee multiple chances to improve their performance should you consider letting them go.
