Reasons Employees Fail

THEY ARE NOT TOLD WHAT TO DO

Problem: A lack of communication between management and employees or failure to provide proper instructions and guidance on how to complete a task.

Solutions:

• Clearly explain what you want done and provide support to help the employee complete the task.
• Provide specific details on how you want the task completed and a timeline for completion.
• When assigning a repetitive task (such as truck inspection), provide a checklist for employees to complete every time and submit.

THEY DO NOT KNOW HOW TO DO IT

Problem: Improperly trained employees can not be held responsible for failing a project they were not given the proper tools to complete.

Solutions:

• Formal training and certification (WreckMaster)
• In-facility training / practice in the yard
• Reference library of manuals or training videos/courses (WreckMaster Subscription)
• Proper communication and supervision

THEY FEEL THAT IT IS NOT THEIR RESPONSIBILITY

Problem: The operator believes a certain task is below their skill level, not worth doing or “not their job.”

Solutions:

• Remind staff of the importance of routine and basic tasks during weekly or monthly meetings.
• Explain how these tasks benefit
  • The company
  • The employee
• Explain how not performing certain tasks can harm
  • The company
  • The employee

A perfect example of this scenario would be an operator who does not feel the need to conduct a daily vehicle inspection / circle check:

• The benefit of doing the check is knowing what items that may need for the day that may be missing from the truck.
• The harm in not doing this could result in equipment failure that damages the truck, a customer vehicle or injure the operator.

THEY PROCRASTINATE

Problem: Employees believe that certain tasks are more important than others even when they have been instructed otherwise.

Employee may say something like:

• “I haven’t had time to get to it yet”
• “I didn’t think it was that important”
• “I’ll get to it when I get to it”

Solutions:

• Provide each employee with a list of responsibilities, detailing the expected timeline and importance of each task.
• Communicate to employees when priorities change.
• Only classify a task as “urgent” if it actually is. Too many tasks labelled and important / urgent will confuse an employee.

THERE IS NO POSITIVE REASON FOR THEM TO DO IT THE RIGHT WAY

Problem: Employee does not feel they are being given the recognition they deserve or that they are seeing the benefits of doing something the way they are asked.

WM TIP: WHILE A PAYCHECK IS WHY EVERY EMPLOYEE WORKS, IT’S IMPORTANT TO REMEMBER THAT RECEIVING IT IS PART OF A ROUTINE AND NOT ALWAYS VIEWED AS AN INCENTIVE TO GO THE EXTRA MILE.

Solutions:

• Provide some sort of incentive or reward. These do not always need to be large scale or given out constantly.
• Both tangible and intangible rewards can be provide
  • Example of tangible rewards
    • Money bonus
    • Gift card
    • Time off
  • Example of intangible rewards
    • Verbal compliment and appreciation
    • Contribution toward a good evaluation
    • Recognition during team meeting

THERE IS NO NEGATIVE CONSEQUENCE FOR POOR PERFORMANCE

Problem: Employee who does not adhere to the rules and requirements set for them.

Solutions:

• Document procedures and review performance at weekly / monthly meetings
  • Do not ridicule anyone who is not meeting expectations, but call them out
• Reprimand drivers independently and privately
• Incentivize thorough and disciplined work

THEY THINK THEY KNOW BETTER

Problem: The employee believes that they have all the answers and know a better way to complete a task.

Solutions:

• First and foremost, listen to their suggestions. They may have a solution that is safer and more efficient than they way you currently do it.
• Provide proper training and explanations for the way you perform tasks (safety, state/federal requirements etc.)
• Emphasize that while their way may work, the company has guidelines they expect every employee to follow.

WM TIP: REMEMBER TO ALWAYS LISTEN TO FEEDBACK FROM EMPLOYEES. THEY MAY SURPRISE YOU WITH A SOLUTION THAT YOU HADN’T THOUGHT OF.

PERSONALITY OR LACK OF DRIVE

Problem: Employee does not complete the job due to lack of trying.

Unfortunately, some people just aren’t cut out to get a job done. Sometimes this is a lack of motivation, outside influence such as mental health or addiction, or just a personality flaw.

Possible solutions:

• Give the employee a different set of responsibilities and determine if they are more suitable for them.
• Provide time off for the employee to sort out personal problems.
• Let the employee go after repeated failures due to lack of trying.