Reason #5 – Employees protest changes in the organization
Posted: Sun Jan 19, 2025 10:09 am
Perhaps one of the most serious reasons why employees start to “dump” tasks.
The situation is this: the manager sees that the employee is working hard and starts assigning him additional tasks that are not part of his responsibilities. At the same time, these overtime hours are not paid.
The employee's goal is to get a promotion. And seeing that they are not going to pay him, he stops performing these tasks. The logic here is very simple: "if I don't do it, then they will stop assigning me."
Overload at work
It is clear that it is impossible to specify absolutely everything in a job description. Therefore, the following principles can be followed here:
Set tasks correctly, specify components of a job seekers database deadlines and stipulate bonuses that the employee will receive for completing them: additional vacation days, improved working conditions, payment for a fitness club or promotion up the career ladder.
If the employee still refuses, perhaps they lack the skills or the task seems too complex. In this case, additional instructions, scripts or training may help .
Publicly reward those who have distinguished themselves. Positive emotions will help reinforce the feeling that extra work is a way to get a bonus, and not an extra headache.
Our brain is designed in such a way that any exit from the comfort zone will be perceived as an attack on security. A defensive reaction arises: “I can’t”, “These tasks are unnecessary”, “Additional work will cause more problems”, etc. Introduce an element of competition within departments. In this case, a person switches to finding means to achieve a goal. And this is already positive thinking, when an employee solves a specific problem, instead of wasting resources on protection.
Showcase the accomplishments of employees who work beyond the norm. Who will take the vacant position of department manager when he or she gets promoted? Who will mentor for extra pay when it comes to training new employees? When employees see real examples of hard work not going unnoticed, the desire to excel and work more arises more often.
A checklist for a manager to avoid sabotage in the workplace
All tasks are formulated as simply and clearly as possible. The more specific and clear the goals are, the easier it will be for the employee to report on the results.
You have a clear KPI system and a system of employee motivation. The employee knows what to do to get a bonus or a promotion.
The organization has introduced a system of fines and sanctions for failure to fulfill obligations.
Your employees receive regular feedback on the work they have done.
Each task has a regulated deadline.
The situation is this: the manager sees that the employee is working hard and starts assigning him additional tasks that are not part of his responsibilities. At the same time, these overtime hours are not paid.
The employee's goal is to get a promotion. And seeing that they are not going to pay him, he stops performing these tasks. The logic here is very simple: "if I don't do it, then they will stop assigning me."
Overload at work
It is clear that it is impossible to specify absolutely everything in a job description. Therefore, the following principles can be followed here:
Set tasks correctly, specify components of a job seekers database deadlines and stipulate bonuses that the employee will receive for completing them: additional vacation days, improved working conditions, payment for a fitness club or promotion up the career ladder.
If the employee still refuses, perhaps they lack the skills or the task seems too complex. In this case, additional instructions, scripts or training may help .
Publicly reward those who have distinguished themselves. Positive emotions will help reinforce the feeling that extra work is a way to get a bonus, and not an extra headache.
Our brain is designed in such a way that any exit from the comfort zone will be perceived as an attack on security. A defensive reaction arises: “I can’t”, “These tasks are unnecessary”, “Additional work will cause more problems”, etc. Introduce an element of competition within departments. In this case, a person switches to finding means to achieve a goal. And this is already positive thinking, when an employee solves a specific problem, instead of wasting resources on protection.
Showcase the accomplishments of employees who work beyond the norm. Who will take the vacant position of department manager when he or she gets promoted? Who will mentor for extra pay when it comes to training new employees? When employees see real examples of hard work not going unnoticed, the desire to excel and work more arises more often.
A checklist for a manager to avoid sabotage in the workplace
All tasks are formulated as simply and clearly as possible. The more specific and clear the goals are, the easier it will be for the employee to report on the results.
You have a clear KPI system and a system of employee motivation. The employee knows what to do to get a bonus or a promotion.
The organization has introduced a system of fines and sanctions for failure to fulfill obligations.
Your employees receive regular feedback on the work they have done.
Each task has a regulated deadline.