How to Get Your Staff to Take Their Jobs More Seriously


Not everyone takes their job seriously. Their attitude can either be like that from the start and wasn’t detected at the interview stage or they have soured on the job over time. Either way, it’s not something that companies can or should accept.

Reinvigorating the workforce is important to ensure that the business can grow and compete with its nearest competitors. Here are some ideas on how to get your staff to take their jobs more seriously.

Bring in a Uniform

Using printed workwear, it’s possible for a company to create a new uniform for the staff to wear. The purpose of this concept is to get everyone to pull together and take the business more seriously.

The physical act of putting on the uniform – even if it’s a polo shirt and the rest of the attire is up to the individual employee – gets their head right after a weekend away from the office. This can begin to create the mental shift that’s necessary for a better performance.

Add Performance Targets

When there are no performance targets set, staff members must rely on their job description, which usually is woefully out of date anyway. Instead, create a realistic set of performance targets that apply properly to their work tasks.

Assess what is a reasonable performance target and where they stand with it. Talk with them about the need to improve overall delivery and how they can do so. Perhaps new more efficient procedures must put in place, shortcuts devised, or extra training provided to help them to perform better?

Tie performance into a bonus scheme to further incentivise staff who are money motivated.

Outline the Vision for the Future

Companies should have clear strategic goals. These go from the top down to the individual departments that must deliver certain results in order for the company’s goals to be achieved. At the department level, staff members must each pull their weight to do what’s required, otherwise, the team risks failing to get the required results and the company falls short too.

It’s necessary to delegate responsibility for conveying the vision and strategic goals to the managers. From there, each manager must ensure that their staff deliver. If they have to monitor their progress with weekly updates to keep wayward staff on track, then so be it.

Ultimately, there comes a point where people who aren’t keen to perform in their roles should be given the opportunity to find other full-time employment. Certainly, not everyone is suitable for every role or industry. People may have applied for a job because they needed the money with little thought to what it would entail and how happy they’d be in the position. When they cannot slot into the culture and put their best foot forward once in the position (even with incentives to do so) there comes a point where a company should cut their losses. Encouraging them to find an alternative position so they can leave of their own accord is best for everyone.


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