As an HR I had to deal with a lot of employees that were slow. Here are some ways I tried on them to improve their working speed:
1. Determine why your employees are slow: Just simply ask. Explain that you have noticed their speed is not up to par and ask what is slowing them down. They might be confused. They might be so detail-oriented, they are getting caught up in particulars that do not matter to you. They may even know their performance is subpar and be glad you asked. In any case, several things may be causing employees to work slower than you would like, and the first step toward a solution is determining the underlying cause.
2. Team up with them: Employees may get defensive when they feel backed into a corner, and that is the opposite of what you want. It may help to make it clear you are there to help, not simply point the finger and walk away. Ask, “What can we do to improve this situation?” or “How can I help?” Sometimes the answer is there, you just must ask the question.
3. Give clear deadlines with priorities: You know which tasks are most important, but do your employees? While it is great to give your staff to-do lists, it may help to prioritize tasks, or you may run the risk of your employees taking care of the least demanding and important tasks first. And do not forget about Parkinson’s Law, that work expands to fill the time we allot for it. Do not be afraid to give your staff clear and demanding deadlines. You will not know how quickly they can turn projects around unless you push them.
4. Limit distractions: Employees who feel overwhelmed may end up accomplishing extraordinarily little, but if you feed them tasks a few at a time, they may be able to knock out phenomenal amounts of work. You might try to find ways to streamline your problem employees’ environments and give them the chance to succeed. Keep in mind that we may be distracted by different things. I have learned that I cannot have my email up and running if I’m trying to complete a complex task by a deadline, as I’m likely to be side-tracked by client questions. Determine what gets your slow employees off task and try to address those issues.
5. Find out what your employees like to do: When you take the time to explore the tasks that make your staff feel fulfilled, you are really trying to find out what they are good at. While you cannot assign everyone only the tasks they enjoy, it often makes sense to work to your employees’ strengths. If you can balance jobs that feel like drudgery with jobs they love, your employees may be happier and less likely to drag their heels. You do not have to treat work like preschool, but employees who feel a balance of fulfilled and challenged may be the most productive.
6. Give regular feedback: So, you meet with your slow employees, find out what the problems are and develop a plan to speed up their work completion. The critical last step is to follow up. Consider planning a series of meetings to discuss their performance and progress and decide how things are going. It may also be important to set incremental goals. When you have otherwise good employees who simply lag a bit, you do not want to have to fire them if their first evaluation shows they have not achieved absolutely everything. Rewarding incremental progress may help you keep the tone positive, while still working toward your end goal. Constructive criticism and a focus on what they have accomplished may make the meeting a positive one, rather than something they will dread.
Besides if you do have any questions give me a call: https://clarity.fm/joy-brotonath