Managing an employee who's checked out
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Today’s Tip
Managing an Employee Who’s Checked Out
There are many reasons an employee might mentally check out. They could be experiencing burnout or a personal issue, or they could be totally unaware that they’ve been slipping. Before you initiate a conversation, learn about any available support systems — including employee resource groups, assistance plans, and health networks — that could help your employee if they need it. Next ask yourself: What are the specific requirements of the job that this person is not meeting? Be ready to present this evidence. Then, open an honest and empathetic dialogue. Give your employee a chance to tell you what’s going on before sharing your assessment of their performance. Be compassionate and make it clear you have a sincere desire to support them. Then discuss your priorities, be straightforward and specific about your concerns, and come up with a plan to re-engage them in their work. You need to be patient — but to a point. Lighting a spark under a disengaged employee won’t happen overnight. But if an employee is truly checked out, it ultimately might not be the right role for them.
This tip is adapted from “What to Do When Your Employee Is Totally Checked Out<https://hbr.org/2021/03/what-to-do-when-your-employee-is-totally-checked-out?utm_medium=email&utm_source=newsletter_daily&utm_campaign=mtod_actsubs&utm_content=signinnudge,”> by Rebecca Knight
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Today’s Tip
Managing an Employee Who’s Checked Out
There are many reasons an employee might mentally check out. They could be experiencing burnout or a personal issue, or they could be totally unaware that they’ve been slipping. Before you initiate a conversation, learn about any available support systems — including employee resource groups, assistance plans, and health networks — that could help your employee if they need it. Next ask yourself: What are the specific requirements of the job that this person is not meeting? Be ready to present this evidence. Then, open an honest and empathetic dialogue. Give your employee a chance to tell you what’s going on before sharing your assessment of their performance. Be compassionate and make it clear you have a sincere desire to support them. Then discuss your priorities, be straightforward and specific about your concerns, and come up with a plan to re-engage them in their work. You need to be patient — but to a point. Lighting a spark under a disengaged employee won’t happen overnight. But if an employee is truly checked out, it ultimately might not be the right role for them.
This tip is adapted from “What to Do When Your Employee Is Totally Checked Out<https://hbr.org/2021/03/what-to-do-when-your-employee-is-totally-checked-out?utm_medium=email&utm_source=newsletter_daily&utm_campaign=mtod_actsubs&utm_content=signinnudge,”> by Rebecca Knight
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