Mon, Nov 1, 2010
Guest Post by Kevin Sheridan, Chief Executive Officer & Chief Consultant of HR Solutions, Inc.
Does it irk you when your employees start talking about how excited they are for the weekend when it’s only Tuesday? Do your employees rush out the door at five o’clock on the dot, no matter whether their deadlines have been met? If so, your organization may have been infiltrated by clock-watchers.
Clock-watchers are characterized not only by their tendency to count down to Friday, but also their lack of extra discretionary effort, an unwillingness to volunteer for extra work or take on lead assignments, and average (not exemplary) work.
They do what is expected of them to get by and coast through the workday. Luckily, there is a way for you to turn clock-watchers into star-players and help them look forward to the work-week as well as the weekend.
3 Strategies to Turn Clock-Watchers into Star Players:
1. Sometimes clock-watchers are not excited about their jobs because they dislike some of their tasks. Ask your employees what tasks they enjoy and which they dislike, and tailor their job duties accordingly.
2. Clock-watchers may have become ambivalent because they feel like their work is never recognized. Today’s employees should be praised daily for their work. This can be done through formal recognition programs like the Employee of the Month, or through informal, personalized recognition.
3. Do your employees view their job as a career? If not, it may be causing them to watch the clock because they are not personally invested in their work. Sit down and talk to your employees about their career goals and share with them the opportunities for advancement within the organization.
Clock-watchers tend to take on the characteristics of the employees around them. Try pairing a clock-watcher with one of your star players and watch the transformation.
Are you interested in learning more about how to curb clock-watching? Join us on November 4th at 2 p.m. EDT for a free webinar titled “How to Curb Clock-Watching and Increase Employee Engagement,” presented by Chris Dustin, EVP of Sales and Consulting for HR Solutions, Inc.
To access a full recording of this event or presentation materials, click here.
About the Author: Kevin Sheridan is Chief Executive Officer and Chief Consultant of HR Solutions, Inc. and directs all survey work conducted by the firm. He has extensive experience in the field, having co-founded three successful survey-related organizations. Mr. Sheridan received a Masters in Business Administration from the Harvard Business School in June 1988, concentrating his degree in Managerial Decision-making and Strategy, Human Resources Management, and Organizational Behavior.