Employees always looking for excuses!!!

By following this straightforward yet difficult rule, you’ll do things the right way, and this behavior will get noticed. A few tasks or minor responsibilities tend to grow exponentially because people who can be relied on to get the job done without a lot of management oversight are very rare. Before long, you’ll be invited into the decision making circle.

Employees asking for excuses is itself something which allows the system that this is existent. This will only go away from any Organisation where every activity is measured, monitored, rated. Practice this and see a sea change in every one.

It is only the system which allows this, not the individuals. system can only ensure that the scope for excuses are eliminated and nothing else.

Once some one finds that there is no way a excuse will stand in a case and activity was measured,monitored and rated on a clean slate, either He/she will change or Get changed for the excuses.

Prabhakar

Ownership transfer excuse

When you are assigned a task, you must keep the responsibility where it belongs. If you can’t reach that person, find someone else to answer your question. Don’t give up and say “Well, I sent him an email,” or “I left him a voicemail.” Keep going until you get the information you need.

Bird dog excuse

The next excuse to overcome is the availability of some resource. For example, “I couldn’t find the driver on the Web site.” These types of discoveries are made in process. It’s kind of like changing the oil in your car but forgetting the oil filter wrench. In these cases, be the bird dog. Don’t stop until you find what you need. Find another Web site or call a friend or the manufacturer’s support line until you get the driver. Too many times, the smallest roadblock will deter an employee from accomplishing his goal. Persistence is key.

Critical thinking excuse

Thinking through situations, especially where new technologies are involved, provide a lot of insight into areas of risk. These areas of risk can be considered unknowns that could potentially derail a task and generate the lack of critical thinking excuse.


Timing excuse

This particular excuse is so good that it is used very often and to great effect, especially now that IT departments are asked to do more with less.

When any reponsibility/job is given to any employee, it should be seen whether he/she has understood the job by discussing few points with him.

If it is confirmed that he has understood the job, the chances of excuses will be reduced.

Ask him/in discussion it will be known, what sort of help he wants. Convince him whether he really needs help. If he has committed, agian the chance of excuses are reduced.

If any external help from other agency is required, tell in the meeting or so to all the concerned, reducing the chances of excuses.

If you find some employees are still giving excuses, go into his background, like family, friends. find out his problems, liabilities etc. Try to do counseeling thru HRD dept/or yourself. You will build a better rapport and excuses will reduce.

Have a jobwise/projectwise marking system in the organisation, with the knowledge of employees, excuses will end.

If for any particular employee, it still persists, understand that this job is his side buisiness or he is looking for another job.

I don't think all Employees tend to indulge in Excuses.

Stop accepting Excuses from those who give them, regularly.

A person who makes excuses is psychologically oppressed or has developed an aversion in the working environment.  The reason could be very many, the important reason could be inefficiency due to domestic pressure, peer pressure, immediate superior piling on him, or there is a perceptible danger to his continuance in the organisation due to his not being able to handle the work pressure, etc.

In such a situation, it is the duty of the HR people to immediately identify the root cause of the problem, help him/her come out of such precarious situation.  Make him understand that his position is inevitable and his contribution, in whatever way, has brearing on the growth of the company.  Develop passion in him about whatever he does.  Though HR can do hardly anything about the situations in an external environment, they can make him / her part and parcel of the organisation.  Show him / her little more empathy in order to make him even more productive!

they cannot adapt , adjust & blame the world for failures ..

so they may be excused for ever !!

companies work for profits ***** && not r for social work................

Employees are always looking for ways to get noticed in the workplace and for tips about what could set them apart and put them on the fast track for promotion. But they should also be aware of what could get them noticed for the wrong reasons, such as being known for giving excuses. Here’s advice you can offer employees who need to break the excuse doom cycle.

First, do not accept excuses from yourself. By following this straightforward yet difficult rule, you’ll do things the right way, and this behavior will get noticed. A few tasks or minor responsibilities tend to grow exponentially because people who can be relied on to get the job done without a lot of management oversights are very rare. Before long, you’ll be invited into the decision-making circle.

Second, do not fall back on the following common excuses:

Ownership transfer excuse
Bird dog excuse
Critical thinking excuse
Timing excuse
As an old Navy senior chief once told me, “There are no excuses!” Once you do not accept excuses from yourself, you’ll see that it is very easy not to accept excuses from others.

Interrogate the employee and engage him/her in the discussion. Try to find out the root cause of the problem.  Ask him/her how he/she could do to overcome the problem. Promote a culture of problem solving and result-oriented contribution within the team.

PEOPLE WHO DON`T WANT TO ACCEPT RESPONSIBILITIES,OR WHO ARE NOT ABLE TO MEET SUCCESS MOSTLY GIVE EXCUSES.THESE EXCUSES ARE MAINLY REASONS FOR NON PERFORMANCE OR TO COVER UP THEIR DEFICIENCY AND FAILURE.SO IT IS THE  EMPLOYEES`ATTITUDE WHICH WARRANTS ATTENTION AND THAT HAS TO BE CHANGED.EFFORTS ARE TO BE TAKEN TO CHANGE THEIR ATTITUDE.