We have all made blunders when it comes to recruiting new staff.
There are some things to avoid, making work life easier for everyone.
The first rule …
… of recruiting is never employ someone recommended by another member of staff. If it does not work out, you could lose two members of staff, not just one!
The second rule …
… is never to recruit either a patient or a patient’s family member. Again, if things don’t work out you run the risk of losing a patient as well as a member of staff.
Thirdly …
… never recruit someone who is passionate about their hobby…it will always take second place to work. Imagine someone is a mad keen surfer and the best waves were to be found in Portugal. Would their mind be on the job or on the surf board?
Fourthly …
… and potentially most importantly, references. Taking references on every new recruit is imperative. This goes without saying really, but assess the quality of the person giving the reference. Exclude references from family members (you’d be surprised at how often this is offered!) and previous teachers/lecturers as these cannot reflect work ethic other than attendance in class. You want your younger staff to do much more than just turn up for class. A great way of getting references is on the phone, but if this is not possible, then by writing. Make sure to ask specific questions about dates worked, roles the candidate was employed in, what did they bring to the role that made them stand out. This is your opportunity to ask specific questions about the person you are about to trust your reputation with, so accuracy is vital.
And Finally …
… never hire anyone if you could do their job better than them. This applies right across the board, including non-clinical staff. Let your new recruits lead the way at reception, in treatment planning, in managing your practice or assisting you at chairside.
Each role in a clinic requires a special skill set and not everyone can do every job in your practice. Try to place yourself in their position and ask if you would do anything differently. Dentists should try being a dental nurse or a receptionist for the day so as to appreciate fully the role requirements.
Good luck in recruiting your next staff member. Don’t forget to post your next vacancy on BlueGloveJobs so that you attract the cream of the crop!
With more than 1,000 job vacancies posted and almost 500 professional candidates registered, Blue Glove Jobs is clearly ahead of the game. This is great for employers as they can easily reach out to prospective candidates. Blue Glove Jobs provides an easy to use service, free of charge, to clinics and agencies. By attracting the best jobs available in the UK, we also attract the best candidates. It’s as simple as that.
Now we take dental recruitment to the next level!
Video Interviewing
Our group take sustainability very seriously. We look closely at how we can improve our performance while driving sustainability through the profession. Our new website netzerodentistry.com is testament to this. Blue Glove Jobs is able to reduce time, cost and carbon impact in recruitment by delivering a very clever initial interviewing process.
We have now launched an entirely new recruitment concept for the dental profession – video interviewing. Let us imagine that you are recruiting a new team member. Your options are to advertise amongst plumbers and chefs on Gumtree, or possibly list your vacancy for free on Blue Glove Jobs. You may also consider engaging with an agency and gulp at their fees. Alternatively, posting on social media may bring in a few candidates. However, no matter which option you look at, you still have the initial vetting process to go through to find a few candidates that interest you. This is where we step in!
Recruitment isn’t easy
Blue Glove Jobs, like all our websites, listens closely to the issues in dentistry. As we see it, current issues include:
Getting your advert noticed – dental recruitment has never been so competitive so the need to stand out from your competitors has never been greater.
Getting reaction to your advert – Your post on social media, or on another website may be worded perfectly, with really attractive images, but does this really stand out enough to prompt interaction from quality candidates?
How much time does it take up for you to vet all CVs and then to interview a selection of suitable candidates? Each recruitment takes an average of 9 hours just to get to the final selection stage.
How do you know that the candidate is truly suited to your vacant role? This is difficult. All the candidate knows is that your are a great clinic, with a great team and everyone is friendly. If your clinic has aspirations of developing (for example) Invisalign and your perfect candidate has aspirations to develop a career in implants, then you have a conflict of interests. This may not be picked out from a CV. Remember, you are being interviewed as much as the candidate.
Without discrimination, you may have envisaged a new team member and how they fit into the team. Looking at a CV may not provide you with this level of detail.
A few early questions in the first interview can help you to decide whether a candidate is appropriate or not. For example, availability for the working hours you anticipate may be different to the candidate’s.
How much carbon is burned per interview? If the clinic stays open longer than normal, then your energy is being used for longer. If you have for example 5 candidates to interview, you have created 5 return journeys to and from interview. If candidates have all sent in CVs, then you have created additional paper usage.
What is Video Recruitment?
Firstly, video recruitment is not carried out on Zoom or on Teams. It is a wholly professional process which is new to dentistry. The issues noted above are real and have to be addressed in a way that delivers benefit to both the recruiter and to the candidate. Having addressed these issues in considerable detail, Blue Glove Jobs not only provides a simple, basic job listing opportunity, but now also provides the following solutions:
Your clinic and the vacant role is profiled on video to ensure that the candidate ticks their own boxes in terms of suitability. By doing this, your vacancy stands out from any other 2 dimensional (standard) job vacancies. Prospective candidates can see your face, your clinic, your style, your aspirations, your equipment and the type of treatments you offer your patients. You shoot your video using a good quality smart phone, then we edit your footage to present it in the best possible light.
You set half a dozen initial questions that you would like candidates to respond to. This can be tailored to each vacancy you have. In turn, the candidates respond to each question using their smart phone video camera. This is the first interview where you can assess suitability from your candidates’ responses.
You can watch/listen to all applications at your leisure, whether that is at home or during a gap in patient time. You can share video responses with others in the clinic so that they are comfortable taking the next step.
Most importantly, you are in control of what questions to ask, what to look out for from your candidates and your means of assessment.
The initial interview stage has reduced your time commitment by at least 50% allowing you to focus on quality rather than quantity.
It may not be the most important thing in your life, but you have taken steps towards reducing your carbon footprint simply by engaging in this video process as opposed to calling candidates in for interview. Initial vetting has taken half the time, half the effort, but has promoted you clinic as being forward thinking and advanced in terms of technology.
The team at Blue Glove Jobs will promote your vacancy through YouTube, social media channels including groups, as well as our own website. Take advantage of this amazing opportunity to be amongst the first to recruit in this way! Simply click the link below to start your new recruitment process.
You’ve probably heard that phrase before, that ‘staff don’t leave jobs, they leave managers’.
And we’re here to tell you that it’s true.
The number one reason for people quitting their jobs is because of their manager. 75% of people who voluntarily leave their jobs do so because of their boss. No matter how good a position might be, not matter how good the job benefits, staff will quit if the reporting relationship with the person in charge is poor.
Today on the blog we look at why this is the case, and the types of managers that staff will gladly leave behind.
Why do staff leave managers?
Staff leave managers more often than not because they are at least one of four things: under-valued, under-paid, undermined and under pressure. Work is never going to always be a barrel of laughs, but it shouldn’t be somewhere that staff dread going to either. Bad bosses are the number one cause of unhappiness at work. If a staff member is unhappy, don’t be surprised that they are going elsewhere to look for work. Your staff spend most of your life at work, they shouldn’t feel anxious or drained there.
What kind of bosses or managers do staff want?
Staff look for bosses who are leaders but not demanders. They want bosses who know when their plates are full as it is without piling on extra loads of work and expecting quick and good results. They want bosses who are encouraging and who acknowledge greatness. Staff want people in charge who are going to pay them fairly for the amount of work they’re doing.
What kind of bosses do staff members leave?
The ‘King Kong’ Boss: Some managers forget where they came from. These type of managers possess a superiority complex and like to draw the distinction between management and staff. It is dreadful to work under a manager who is more worried about pushing their weight around than building relationships. Great leaders should never talk down to their employees or make them feel inferior. Remember where you started and be respectful to everyone.
The ‘Task Master’ Boss: Who piles on work constantly to employees without checking how much they already have to do. This type of boss is usually great at dishing out tasks but completing none of their own. Giving too much work to staff before they have even completed their own mandatory day to day tasks is a sure fire way to kill staff morale and motivation. Think before handing out tasks ‘what can I do to take some of this work load away from my workers?’. If you don’t you’ll push them to a breaking point, where they will feel under pressure and stressed out. This might lead them to taking time off or actually quitting. ‘Task Master’ bosses are usually found in smaller organisations where there are less staff to spread the work out across.
The ‘Stuck in Old Ways’ Boss: Staff leave bosses who don’t move with the times. If you’re paying them what you paid them 5 years ago even though they’re now doing a lot more work, they’re going to leave. If you’re not letting your staff try working in new, modern ways, they’ll leave. Maybe you won’t let anyone try anything new. People don’t like bosses who don’t like change. If you’re stuck in your ways to the point where you’re holding your staff back, don’t be surprised when you’re having to fill vacancies.
Check yourself.
There are too many exceptional employees out there that become disheartened, stop caring but force themselves into work everyday until they find another job. If you’re a manager, take a look at yourself and ask yourself if you are truly a good one. No matter how good a job is, staff certainly won’t stick around for you if you are not treating them correctly. Remember, staff don’t leave jobs, they leave managers.
Interviews are a great way to assess potential candidates when hiring, but they’re assessing you too.
You meet up with your shortlisted candidates, chat about their career so far, assessing their skills and what they can bring to your team but interviews aren’t one-sided. During an interview, it’s more than likely that the candidate will be assessing you. To figure out if they want to work for you, work in your environment and with your staff. Today on the Blue Glove Jobs blog, we are looking at the things candidates look out for and how you can carry out the best possible interviews.
Your interview candidate is assessing you, while you’re assessing them.
The interview candidate wants to get to know you, too. They’ll be looking to find out what kind of employer you are and will try to gauge your personality too. Candidates will look at how organised you are, how welcoming you are and the types of questions you ask. They will pick up on things like your body language, how you speak to them and whether or not you give them a good enough chance to sell themselves. If a candidate isn’t impressed, it they’re more likely to reject the job, even if you want them to take the position.
What other things do candidates assess during interviews?
Your job candidate assess pretty much everything, from the moment they walk into the building. They notice how they’re greeted and they scrutinise the working environment. Is it too noisy or too quiet? How do the staff members interact? Is it clean and welcoming? Interview candidates are usually nervous, so naturally, their senses are heightened. You must remember that first impressions count. You don’t want the candidate to have a negative impression of the business before you potentially hire them.
How can I conduct the best job interview?
Interviews are arguably the most important part of the recruitment process, so it’s important to dedicate as much time as necessary to plan for them and carry them out. Fail to plan, plan to fail and all that! We’ve previously written a blog post all about how to carry out the best possible job interview and it’s full of handy tips and tricks. You can read the full post by clicking here.
Had you ever considered that job candidates are assessing you while you’re assessing them? Don’t worry about it! You’re figuring out whether they’re a good fit for you, and they are simply figuring out whether they are a good fit for you and your business too!
How to influence them in their views of working with you.
Interviews are stressful for everyone concerned. This blog looks at the interview process through the eyes of a candidate. We want to increase your chances of attracting the right dental talent. We look at what they perceive rather than what you portray, so you will get an insight into how you could attract the right dental talent.
Step 1 – The job advertisement.
Have a look through other job descriptions and ask yourself
if you would apply for that job? How well is that clinic describing the role
you may be interested in? As a candidate, how would you like that information
presented? What details do you want to see? What is going to motivate you to
apply for the job?
Let’s look at a few examples. Many agencies have a standard format which they load up on their websites. Job descriptions seem to be identical. Candidates do not get a feel for individual clinics, the clinic principal, or even the style of the clinic. An example may be you appearing too needy. Do you seem desperate to entice the right person. Some adverts hold back on information and seem guarded about the job being offered. This would most likely raise suspicions. Attract the right dental talent is your aim.
An easy way of defining your advertisement is to describe yourself as a boss or employer. Clear, concise, professional, engaging, supportive, intelligent, motivating, are all words you could describe yourself as. Reflect these in your advert. Are you the quirkiest, funniest dentist on the planet? Your advert should reflect this. You get the picture.
Fact – 72% of employers feel their job description is
perfect and only 36% of candidates agree.
Step 2 – The interview
Set the right tone for the interview.
You have attracted a bunch of like-minded candidates and you are planning initial interviews. Abide by a simple rule and your results will improve immediately. Candidates should be told of your 2 interview approach. Now they know what to expect. The first interview is all about them selling to you. The second interview is about you selling to them. You also need to give more details on the role.
To get past the first stage and find a few ideal candidates, you must apply the one mouth, two ears approach. Using this ratio, listen more than you speak. This allows you to learn more. You will note both positives as well as negatives, giving you a final score. The end of the interview should err on one side or the other. If you have an equal balance of positives and negatives, you do not have the right candidate. Your candidate will feel that they have impressed you. Now you can try to gauge if they have impressed you as much as they think they have.
The second stage is where you have each other on the hook. However, you have not yet attracted the right dental talent. This is when you can assess if the culture you have created in the clinic is conducive with the candidate’s personality and work ethic. Assess whether they will work well with the support team and your administrative procedures. How excited are they about learning and does this fit in with your own enthusiasm? The second interview you must adopt two mouths and one ear as you both try to sell to each other. Show them around your clinic with pride. Describe your aspirations for the clinic and let them feel part of that.
Having convinced yourself and your ideal candidate that you have discovered the dream team, follow through as swiftly as possible. Make your offer, shake hands on it, get contracts to them the next day. The ball may be in the back of the net, but a goal is not a goal until the referee blows the whistle.
Step 3 – The first day
Attracting the best dental talent.
This is where you and the team have to deliver. New
candidates have been at other interviews and possibly have other job offers. If
the smiling interviewer suddenly turns into a dragon, your ideal candidate will
run to the hills (or around the corner to take up that other job offer)!
Make the candidate feel welcome and at ease. Ask someone to take them around the clinic again so they can buddy up from the first instance. Make sure everything is in place in their clinic, ready for the first patient. Prime your support staff, so that they all make the new start feel part of the team.
At the end of day one, take time to have a chat about how things went and invite an open discussion on your new talent’s thoughts on the clinic. First impressions count. This not only applies to new staff, but also for new patients. Feedback is vital so absorb everything that is said. Maybe now you have attracted the right dental talent Attracting the best dental talent.We wish you every success in hiring your next big talent. Blue Glove Jobs will help you every step of the way, ensuring that your advertised role is promoted across our various social media channels and through our neork of contacts in the profession.
Post your job vacancies by clicking here.
Have you made full use of your clinic’s listing on DefactoDentists.com? This is an ideal way to promote your clinic to the public and to prospective staff. You can check your clinic’s listing by clicking below.
If you want to recruit the best talent for your vacancy, here’s what you need to know.
Hiring can be risky – it’s a gamble knowing whether you’ve hired the right person. Maybe you hire someone and they were all talk in the interview, but they don’t quite cut the mustard on a practical level. Maybe they don’t gel well with the rest of your team. Today on the Blue Glove Jobs Blog, we are looking at how to avoid hiring the wrong person & how to recruit only the best talent for your vacancies.
Everyone has made a bad hire at least once. Just don’t let it happen again!
Hiring isn’t easy and anyone who has ever made a hire, has probably made a bad hire. In interviews, candidates can put on facades, tell lies, and over exaggerate. Brief interviews aren’t necessarily the greatest way to determine someone’s personality either. You can’t fully get to know someone within a half hour time slot. Making a bad hire is simply a mistake, but not correcting that mistake when you go to hire new talent is also a mistake! Check out our top tips to make sure you’re reaching the right people for you and your team.
Generate leads from your current talent.
Got a talented, hardworking and motivated team? Look to them for possible future employees. Birds of a feather flock together and all that! Chances are, the people working for you already, know people of a similar hardworking and motivated nature. If you are looking to recruit, speak to your team and get them to ask around. Sometimes the best talent is right in front of you. With this method, you can save a lot of time and money on the recruitment process too!
Who did you reject last time?
Remember who was close second to getting the job last time? Call them back. There is nothing embarrassing about reaching back out to your second choice. If anything, it will be a nice surprise for them and they will more than likely be grateful that you kept their name on file. And who knows? they might still be looking for a new job! Give your second chance a first refusal.
Make sure your job is appealing.
If you’re struggling to recruit the best talent, look at your job advert. If you can’t attract the right kind of talent, maybe you’re not putting out the right kind of job advert. Have you been specific enough? Or maybe you have been too specific and have limited the number of people who could apply. Are you offering the right kind of wage for the job you’re expecting to be done? To find out more about writing a job vacancy, check out these posts: Content Marketing & Recruitment OR Attracting Suitable Candidates for Your Vacancy.
So there you have it! Our top tips for making sure you hire the best talent! If you’re in the dental industry and you need to hire a new member of staff, why not list your vacancy with us? Our basic listings are free! Click the banner below to list your vacancy.
If it is, there’s a good chance that it’s driven the best candidates away. New studies have shown that job applicants don’t want a lengthy recruitment process and that even the most suited candidates will apply for roles elsewhere if the application process is too time consuming. Want to find out more? Keep on reading.
Whatever happened to the days where a CV was enough?
Remember the good old day’s when a CV was enough to be considered for a job? More and more companies are introducing lengthy application processes when it comes to recruitment. This can take shape in the form of surveys, personality testing, uploading a video about yourself – the list is endless! But introducing these aspects has its pros & cons:
Pros:
Employers get a better feel for the candidate before inviting shortlisted candidates to interview.
Employers can examine literacy, numeracy, and personality of each candidate.
It allows candidates to share information that doesn’t fit on the CV
Cons:
Lengthy application processes with surveys, testing and Q&A sections.
Content of application processes isn’t always worded correctly – this leads to candidates answering incorrectly.
Candidates don’t have time to sit and answer pages & pages of questions as well as writing a cover letter and perfecting their CV. This is especially annoying if they don’t end up getting the job.
If you know too much about a candidate before the interview, it gives you less to discuss.
The longer the application, the more information the employee has to sit and read through.
Is there a happy medium to help streamline the recruitment process?
Keep it simple. A good CV will tell you almost enough about a candidate but leave you with a few questions to ask at an interview. If you desperately need to know specifics about a candidate (availability, levels of experience, current notice period etc.) ask them to write this into their cover letter. Doing this streamlines the application process and cuts down the time of the shortlisting process!
Going mobile is helpful too! Candidates often appreciate having the ability to apply for roles from their smartphones. An application process that is too long might not be mobile-friendly and rely too heavily on candidates needing to use a laptop or computer.
Hiring a dental professional?
If you’re hiring a dental professional, why not upload your vacancy on our website? Our basic listings are free!
Hiring a new member of staff doesn’t need to be complicated.
How many times has your recruitment process taken months longer than it should’ve? Have you ever thought you hired the perfect fit for your team and ended up with someone as useful as a chocolate teapot? Offered a candidate a position and they said that they’ve already found someone else? Don’t worry, most it happens to most organisations.
To prevent any problems in the recruitment process, we’re telling you the four biggest hiring mistakes you need to avoid.
One of the biggest hiring mistakes is not having a set recruitment process & just ‘going with your gut’.
Sometimes it can be hard when recruiting to avoid following that ‘gut feeling’. You’ve interviewed 4/5 people and then interview another candidate that you’re drawn to and then suddenly, the previous 4/5 candidates are out the window and no longer of interest. This is usually what happens when you don’t have a set process for hiring. You simply cannot just interview candidates with a hope for the best attitude. Before you invite anyone for an interview, you need to plan a process so that you don’t get sidetracked or biased towards any candidate. Without a set process or plan, your recruitment process may run on for too long (or not long enough) and you’ll end up hiring the wrong people/person.
Ask for references. And then ask for some more.
Almost convinced on a candidate but need some more insight? Don’t be afraid to ask for references. They are the best way to find out about someone. Ask for references, and then ask for some more. Someone who is confident in their ability, will be able to provide you with many references to prove their track record. If someone is standoffish when it comes to references, it’s probably a sign that their track record isn’t squeaky clean. Maybe they had a lot of absences, or had problems with time keeping or couldn’t make targets. References are a great way to find out what a candidate is really like from their past colleagues.
Hiring someone solely for their industry contacts.
Just because someone might know their way around the industry you’re in doesn’t mean they’re going to be a great fit. They might appear to have good contacts, but that doesn’t necessarily mean they’ll be a great fit for your team. You might be inclined to think that someone with good contacts in the industry can take you and your business further, but that won’t always be the case. If you’re only in it for the contacts, network on your own, attend events and conferences or speak to friends and existing colleagues in your industry. Recruit based on skill and potential, not on what you think you need to take your business further.
Hiring someone who talks the talk but can’t walk the walk.
Arguably the most common trap that recruiters fall into. There are so many people out there nowadays who talk a good game. Unfortunately though, so many candidates often talk the talk and can’t walk the walk. They might interview well and appear to be a great fit. Walking the walk is the most important part. Can they deliver on what they told you they could? Or have the just got a CV that makes them appear better than they actually are? Testing is so important. Trial shifts, testing and probationary periods are vital. Make sure you have a do-er and not a talker.
It’s inevitable that you’ll make some hiring mistakes in your time as a recruiter. It happens to everyone! But with experience comes knowledge. Hopefully in the future your recruitment processes will be slick and successful!
What are some of your top hiring mistakes that you’ve made? We’d love to hear them! Let us know in the comments or let us know on social media @blueglovejobs.
Did you know that job seekers are 7 times more likely to apply to roles in companies that they feel they relate to?
These days, content is king, no matter if you’re looking to sell a product, show off your service or even recruit someone. That’s right, job seekers are hunting out roles in companies that excite them with great content. But how and why is this relevant to recruitment?
Today, we talk about why the humble job vacancy just isn’t cutting the mustard anymore and how content marketing is the key to attracting the right type of job candidate.
Your regular vacancy listing is boring , sorry.
If you’re guilty of using the same copy and paste job ad every time it comes to recruitment, keep reading.
A bland and over-used job ad is the reason you struggle to recruit good candidates and it’s that simple. A vague and boring job post won’t cut the mustard, especially if you’re looking for top quality candidates. Times New Roman, size 12 and poorly formatted isn’t going to draw candidates in. A job advert should be an extension of the company. Don’t give too much away, but give a flavour about what it’s like to work for you. This is a great way to cut off the deadwood before you even start receiving applications. The more specific you are, the less unsuitable applications you’ll have to rifle through.
We’re not saying it has to have widgets and slide shows and pictures and different fonts, sizes and colours, but it does have to be somewhat engaging. Here’s how you can do it successfully…
Step One: Take a look at who you’re trying to recruit.
If you’re recruiting, there is a good chance you already know the type of candidate you’re looking for. Are they a team player? How much experience do they have? What matters most to this person in a job? Where do they look for jobs? Once you have established who the candidate is and where you’ll find them, it’s time to start your content marketing.
Step Two: Go ahead and create some content.
The type of content you create for your recruitment process will very much depend on who you’re trying to recruit. That’s why step 1 is vital. Then step 2 will help you decide on the type of content, tone & voice of content and location of the content.
TYPE OF CONTENT – Videos, blog posts, social media posts – what type of content are your ideal candidates most likely to engage with? Are they online or offline?
TONE & VOICE – Are you speaking their language? Using Jargon? Are you referencing things they’ll recognise in the job?
LOCATION OF CONTENT – One candidate might spend their days on Facebook, the other scouring job websites. You should share content to different channels to target different potential candidates.
Step Three: Share out your content marketing efforts and monitor the results.
Share out your content in your chosen platforms and monitor the results. How many good quality candidates have come through compared to before? How are people engaging with your content? If it’s not quite right, adjust the content. Share it elsewhere. And don’t be afraid to ask for feedback from those who are already working for you. What are their thoughts on the content? Is it relevant and accurate to the business? Find out from the people who already work there!
Why not give content marketing a go? You never know, your recruitment process could take just a fraction of the time with a little bit of creative content targeted to the right audience!
And remember, you can post any dental vacancies on our website completely free of charge to compliment your content marketing! Let us know how you get on with our ‘content marketing for recruitment’ tips!
Ever feel like you’re the only one with the get-up and go attitude?
Everyone has bad days. Work isn’t always sunshine and rainbows and sometimes, the motivation can be hard to find. However, if you’re the one who is constantly picking up the slack of your colleagues, this blog post is for you. Today, we’re discussing how to be an effective team player, but noticing when you’re being taken advantage of. We’re also looking at ways to tackle these types of problems in the work place. Sound like something you’d like to know more about? Read on.
Being a Team Player isn’t always easy.
Just because you might prefer to work alone, doesn’t mean you can’t be a good team player. After all, you all work for the same company, and therefore should have the similar, if not the same goals for your company. Working in a team isn’t always easy though. It is often made challenging by other workers doing the bare minimum or doing nothing at all and tiding over on the graft of others. This is when problems start to arise and persist if not addressed.
Being an effective team player means that you lift each other up instead of holding each other back. It means helping each other achieve collective goals. Being a team player means not watching anyone struggle. Being a team player means refusing to rely on others to do your assigned tasks for you. It means knowing when to get the head down and get the job done!
When your colleagues don’t pull their weight, try to get the motivation going.
If you know that your colleagues aren’t pulling their weight, try to tackle it positively. Try to boost the motivation of your co-workers. Encourage them genuinely, not condescendingly. Let them know that they’re doing a good job. Everyone likes to hear that once in a while! If you need them more hands-on in a task, ask them to help you carry out the task together. That way, you have another pair of hands on deck. You never know, inviting them to join you on a task just might be the kickstart they need, once they start, they might not want to stop. We’ve also written a blog post on motivation boosting at work – check that out here for more tips and tricks!
Address The Situation.
Although it can be frustrating, try to keep calm. If you need to, you can always go and speak to superiors about staff who are not pulling their weight. Nobody wants to be seen as the ‘tell-tale’ or ‘the office grass’ but it’s important to know when enough is enough and put your foot down. If you don’t address the situation, the problem will continue and leave you being the one who is picking up the slack consistently. If you are always the first to arrive and the last to leave because you’re finishing off the little left-over tasks, that’s a problem. Speak to the culprits individually if you are confident enough to. Speak to your manager, or raise it at a staff meeting. A problem shared, is usually a problem halved. And, the chances are, you’re not the only one noticing the problem.
So there you have it! Our top tips on dealing with co-workers who slack off and leave you to run around making sure the jobs get done. Have you ever had to deal with a similar situation? How did you deal with it? Let us know in the comments, or hit us up on social media! We’d love to hear from you!
