Heck, it’s been a struggle for you to feel motivated to wear pants, and you’re in charge! Now, it’s completely possible that laziness is the problem, but if you immediately jump to that conclusion and call in the slacker and lay into him, you may do more harm than good. What if he’s used to making in-person sales and now he’s being forced to do it over the phone? It’s a new skill set and it’s going to take him time to adapt. If you get all over his case for being lazy when he’s actually working harder than anyone else on the team, it’s going to demoralize him, hurt his sense of independence and threaten his sense of financial stability—all heavy morale hits for someone who is already probably feeling overwhelmed.
The other hand, if you take a step back from Whatsapp Database and think about this employee and his situation, you may realize that he always turns in his reports on time and shows up to every virtual meeting professionally dressed. He also knows his leads inside and out, so it’s clear he’s not slacking off—especially since you know how important it is to him to provide for his family. With that perspective in mind, you’re much more likely to approach the conversation in an effective way.
Rather than trying to light a fire under him, you might start by recognizing how hard he’s working and then asking what challenges he’s been running into. This opens the door for a much healthier and more productive conversation. Managing Your Assumptions Of course, the example above is grossly oversimplified which tends to happen when you view people as stereotypes, rather than people. While it’s certainly helpful to understand broad trends in behavior, people are still individuals and treating them as stereotypes can be just as problematic as assuming that they view things the same way you do.