Which is harder: improving a slacker’s performance or getting a high-performer promoted?
Our reader poll today asks: Which is harder: improving a slacker’s performance or getting a high-performer promoted?
– Getting a slacker to improve is more difficult: 70%
– Finding a way to get a high-performer promoted is harder: 30%
Slackers Rule. Finding that slacker’s motivation is a tricky task. They have the skills but they’re simply unwilling to apply them. It’s inherently a motivation challenge and your job as their leader is to find a way to light their fire. First, talk with them. Get them to explain why they’re not excited by their work. You’d be amazed at what they’ll share. Consider changing their role, changing incentives, or eliminating dissatisfiers that prevent them from applying themselves. If you can unlock their motivation, you should see instant productivity improvements.
Do you agree with these poll results? Let us know in the comments below!
– Mike Figliuolo at thoughtLEADERS, LLC
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These results were originally a SmartPulse poll in SmartBrief on Leadership which tracks feedback from more than 200,000 business leaders. Get smarter on leadership and sign up for the SmartBrief on Leadership e-newsletter.
I think it is harder to get a “high-performer promoted, and anyway, a promotion doesn’t always work out that well. The reason slackers are frustrating is precisely because people don’t do what this article suggests (in my somewhat limited view).