Every company always has people who "do nothing" and still get high salaries!

Nowadays, good employees always have very strong personalities, so conflicts easily occur in the office environment.

Most of the arguments stem from personal interests, such as uncooperative working attitudes, uneven workloads... And of course, what office workers fear most is that there are lazy people in the organization who push work onto others but still receive high salaries.

The situation of "doing nothing but still getting high salaries" is forming in the office world (Photo source: Pexels).

Types of personnel "born not to work"

According to Investopedia - the leading prestigious financial media website in New York (USA), the "idle" employee type is identified by the following characteristics:

One, they are an individual who is paid a salary or wages for work that is not completed, despite appearing to be diligent. An employee who appears to be diligent in his work but does not really care about the tasks assigned to him.

Second, they are employees who neglect their work. They often use company time to access the Internet, chat, text or do personal work. They type continuously on the keyboard to chat with friends, spend a lot of time reading scandals and strange stories from all over the world on social networks, they go out to meet friends, receive shopping...

Three, the group of people without specific KPIs. According to Investopedia, companies should not only focus on managing employees' time but also pay attention to the set goals, KPIs.

Four, people who are distracted by the company. Because activities such as regular meetings, piles of reports, paperwork that need to be checked… waste time and disrupt work enthusiasm.

Many employees always appear busy but spend a lot of time watching movies and chatting on social networks during work hours (Photo source: Pexels)

Currently, when remote working and hybrid working models are becoming popular, the "idle" style is appearing more and more.

No time restraint, no mandatory KPIs and especially no supervision… makes it easy for "idle" employees to get around, relax and still enjoy the results.

Easy to recognize but difficult to remove

Mr. Trong Huy, (25 years old, administrative staff) shared that any company has different positions, with personnel who are not required to meet deadlines, participate in teamwork... it will be very easy to "reduce" their workload.

"I used to work with a colleague in the same department. She was in charge of storing documents, arranging and classifying books... related to accounting. People didn't know how much time was needed for such a job, so she just leisurely dragged it out. She looked diligent, but in fact, she was mainly watching movies on the computer screen. When someone walked by, she would click the mouse to jump to the Excel application screen," said Mr. Huy.

Ms. Anh Thu (24 years old, customer service specialist) also agrees that the most recognizable type of "idle" colleague is that they often complain about boredom and the difficulty of completing work to make their colleagues not comment. For example, the recruitment department, although not every day needs to find new staff, still needs to have its own department. Because the recruitment work depends on the status of candidates in the labor market and the needs of the company, many staff can easily find excuses.

Ms. Anh Thu shared that she encountered many situations where employees "worked around doing nothing" in the company (Photo: NVCC).

Mr. Duc Pham (24 years old, content staff) had a bad feeling when working with his "idle" colleague. Specifically, while he had to work overtime to meet the deadline, the head of the content department leisurely took leave to travel, often left early... and every morning when she came to the company, she bragged about watching a movie.

"For new projects assigned by superiors, she forces me to do tasks such as planning, timelines, writing reports... while she has to do these tasks. As a professional, I should only write articles" - Mr. Duc Pham said.

However, there are still employees who are unintentionally becoming "idle" because of the dominant working environment, plus increasingly attractive social media content.

Mr. Phat Dat (25 years old, communications specialist) admitted that every day when he comes to work at the office, he freely eats breakfast, surfs Facebook and chats with people a bit, and only in the late afternoon does he really get down to work.

"The problem is that the nature of my work is different from my colleagues, so while they can leisurely leave work tomorrow and finish later, I have to take the work home and make up for it at night to meet my KPI."

How do the "bosses" handle it?

According to Ms. Nguyet Quang (CEO of Em Oi Human Resources Management and Personal Assistant Service Company), to "deal" with the above type of employee, managers should apply accurate KPIs and check and compare results regularly by week, even by day.

At the same time, it is necessary to divide the work into small parts, point out specific tasks so that both sides can see and measure the time and effort. For example, administrative positions, specific reports, how long it took to prepare and send letters today, how many phone calls were answered, how many emails were responded to from departments, how many administrative matters were handled, how many stationery orders were issued, etc.

Ms. Nguyen Quang shared how setting specific tasks and reporting KPIs regularly will prevent this situation from happening (Photo: NVCC).

"Potentially lazy employees in the company will often 'because of' - always have a reason for not completing the assigned work correctly and sufficiently. When receiving a job, they often accept it quickly, without bothering to check it carefully and ask for details. When assigning a job, they always wait to be reminded and asked before returning the results.

If you are the direct manager, to identify these people as soon as possible, during the probationary period, you can assign them tasks to test their ability, see how fast they can handle things, then let them try 1-2 tasks with the team. Then get feedback from their colleagues, your customers and make a comprehensive assessment." - Ms. Nguyet Quang added.

Along with that, if the staff is capable but is in a state of discouragement, giving up the job for objective reasons, instead of eliminating them, Ms. Nguyet Quang said, it is necessary to have conversations, find out the problem and come up with a reasonable solution to take advantage of talent.

Source link: https://dantri.com.vn/lao-dong-viec-lam/cong-ty-nao-cung-luon-co-nguoi-an-khong-ngoi-roi-van-huong-luong-cao-20230511135226168.htm