Amotivation – What to do with an employee nicknamed ‘Sleepy’?
Last week I presented to a group of dairy farmers. And by ‘dairy farmers’, I mean a group of business leaders whose businesses just happened to be dairy farms. I rarely meet people who are so professional AND passionate AND successful. The presentation went well. Laughs occurred where they were supposed to and some where they weren’t, yet it turned out for the best. Questions and comments afterwards indicated that they got a lot of value out of it and it would make a difference to them. One guy asked me a curly question though.
It wasn’t a negative question and he precursored it with all the things you’d expect an experienced and positive manager of people to say. He clearly had bought into employee engagement’s value to his business, along with goal setting and performance management (done the right way!) and feedback and so forth. He knew what a KPI was and he wasn’t afraid to use it. His question was, “What can I do about Sleepy?”
To be honest, it is a question I hear a lot in various forms. Almost all supervisors and managers I meet (and potential supervisors and managers) aren’t too worried about most people. They worry about negative or angry people. They worry about conflict. I’m sure I did too back in the day. Funny thing though, is that they’re relatively easy to deal with. Negative non-performers are obvious and a problem that you’re motivated to deal with. If it is 3-strikes-and-you’re-out level of serious then there’s a fairly prescribed path to follow in law and HR policy. I think the tough ones are like ‘Sleepy.’ Often not obvious, not a squeaky wheel demanding immediate attention yet potentially quite a drain on productivity down the line. There are clues like absenteeism, reduced participation and so forth but a pretty obvious clue is that they have a nickname like ‘Sleepy.’
Sleepy wasn’t avoiding work or doing it below expected standards. The farmer saw him as lacking drive, initiative, repeating mistakes, being ‘blinkered’ and generally operating to the letter of the law.
Sleepy had an actual name but his nickname was Sleepy. I wondered if it might be that quirky nicknaming thing where you do the opposite like calling a redhead ‘Bluey.’ Nope.
I asked my usual range of triage questions of my farmer. What have you done so far? What’s worked? What hasn’t? Tell me about ‘Sleepy.’ Have there been times you have seen him motivated? What caused that state?
My farmer didn’t tag Sleepy as a problem child. Quite the reverse, he was an above-average performer but my farmer was frustrated because he knew Sleepy was capable of so much more and the farmer wanted to move him towards that ‘so much more’, partly to improve results at his own farm but also for the sake of Sleepy himself.
I’ll ask you all the same question. What can we do about the Sleepys (Sleepies?) of this world? I’m giving it some thought and my next few blog entries will tackle aspects of my answer. I’ll probably start by thinking back to when I was that guy.
Posted on October 3, 2011, in Behaviour, Employee Engagement, Leadership, Motivation and tagged Behaviour, engagement, Feedback, Influence, Leadership, management, motivation, performance management, supervision. Bookmark the permalink. Leave a comment.