Since you recruited him, one of the collaborators on your team has not stopped requisitioning you for anything and everything.
Of course, at first, you found it only natural that he needed his manager so often. But, once the onboarding phase and the trial period are finalized, you start to wonder how to stop wasting so much time supporting him.
Don’t panic: you’re in the right place to learn how to manage a time-consuming employee , thanks to an effective behavioral analysis technique: the Profiloscope.
Identify the profile of the time-consuming employee using the Profiloscope
If you don’t yet know the Booster Academy Profiloscope , you will benefit from discovering this method to identify the different profiles of your employees!
This is a series of criteria which allows you to discover the relational profile of your interlocutor, by analyzing their verbal, non-verbal and para-verbal communication.
The Profiloscope compiles four profiles that will help you understand how to manage a time-consuming employee .
First of all, identify which profile your employee best matches:
The processor can be time-consuming to start up because it acts step by step, needing to know all the details before jumping into action. Above all, he doesn’t want to make a mistake: that would be a lack of seriousness and reliability on his part. He needs to control and secure everything he does, to be guaranteed to make the right decisions.
The commander can be time-consuming because he acts quickly, and he has a macro, global vision. His search for efficiency can lead him to make mistakes because he does not go into detail, anticipates little and tends to want to “finish” before even having started. You must regularly monitor his work.
The conqueror can be time-consuming because he acts quickly, skipping steps, and favors innovative, original solutions. He can also make mistakes because, like the commander, he is “global” oriented and needs speed. He also doesn’t go into detail and hates processes. The conqueror acts on instinct, on impulse. He tends to disperse and focus on what he likes to do – and he will manage to avoid the rest. All this requires you to check him regularly, and above all, to give him meaning and make him want to carry out actions, even the least “sympathetic” in his eyes.
Consensus can be time-consuming because it is indecisive and acts slowly. He needs to get the opinions of others before taking action, he wants to be reassured, to be confirmed in his opinion. He has difficulty making decisions alone. To carry out his missions and perform well, he needs personalized monitoring from his manager, which means that you must make yourself available to him regularly.
Have you managed to identify which profile your employee corresponds to? You can now implement managerial solutions that correspond to its characteristics!
Adopt solutions adapted to the profile of your employee
Each of the four time-consuming employee profiles will not require the same type of intervention. Here are the best practices to apply for each of these profiles.
For the processor
Make him let go of the level of demands he can place on himself , accept that he has to go quickly, that we cannot control and master everything, and that the result will not be as perfect as it is. would like it.
Value his individual decision-making , even if it leads to errors, to establish a culture of room for error with him. Encourage him to speak more often, to be a force for proposals and innovation.
Also take care to set very precise objectives and expected results , detailing all the ins and outs.
For the commander
Set overall objectives and expected results , but give them carte blanche on the means to achieve them.
Then check regularly with him, in individual meetings, that he still has the priority objectives in mind . These interviews will also make it possible to validate the achievement of objectives.
For the conqueror
The time-consuming conqueror needs to be challenged about the expected result and performance , by having an individual objective set with a “reward at stake”. Invite him to find the means and actions to implement, to use his creativity, his ability to innovate.
Also take care to play on fun and novelty when you give him tasks, and show him the benefits he will personally get from them.