Hi Joe,
Is there any particular part of the process or workflow that he's
particularly slow at ? If there is, then a bit of retraining / support may
assist - show him that it's causing delays and suggest alternatives that
are quicker.

If he's just slow, but high quality, are some customers or jobs a little
less cost or time sensitive but require premium quality?

I'd suggest a quiet word with him anyway to try and figure out his view of
things.

RP

On 3 September 2017 at 18:10, Peter <great_pic_n@westnet.com.au> wrote:

> Hi Joe,
>
> Has there been any communication meeting with the employee, to try to
> 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
> 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
> 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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> >
>
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