Hi Joe,

Has there been any communication meeting with the employee, to try to=20
find out some reasons?

Is there trouble in his personal life for example?

Was the employee always, this way or has it recently happened?

 From my experience, if you look at the whole employee's behavior, and=20
try to ascertain if this is normal or out of character.

If it is out of character, then, I'd try to work with the employee, if=20
possible to help resolve what might be the issue.

My 2 cents.

Peter

------------------------------------------------------------------------
On 3/09/2017 12:17 PM, IVP wrote:
> Hi all,
>
> a friend has a small framing/laminating/etc business and employs 4
> people. All are good at their jobs but one is persistently slow. He's
> been there for 3 years
>
> She's asked me for advice on how to speed him up. For example
> he'd complete 1/2 the number of frames that another employee would
> do in the same time. Quality-wise, no problem and he's a nice enough
> guy.
>
> A lot of the work they do is for individual customers so it's not like
> you can hide a few of poor quality in a container load
>
> Because it's a fairly skilled job cutting and assembling frames/glass/
> prints etc she's reluctant to show him the door because of the time
> needed to train someone new. In fact I don't believe she's ever
> sacked anyone, relying on natural attrition to replace people
>
> So, what sort of motivation/conversation/penalties/inspiration could
> she look at to get his arse into gear ? I've suggested things like
> performance bonuses or rewards but she feels that's not getting to
> the root of this problem and doesn't want the extra paperwork
> that would entail as she's already so busy
>
> Similar dilemma, anecdotes anyone ?
>
> TIA
>
> Joe
>
> ---
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