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We’ve all witnessed laziness. In fact, most of us have been guilty of it at some point.
In the workplace, it’s often thought of as a cardinal sin, but there’s another point of view.
We can tap into it by considering a time we were accused of laziness, and finding that there is almost always an underlying reason that is more robust than simply “I can’t be bothered”.
Reframe laziness as a behaviour, not a quality
We often think of a ‘lazy person’ instead of ‘lazy behaviour’.
It’s one of the most negative things you might say about a colleague and mud sticks. Once branded as Lazy, that label can be seen as an unforgivable character flaw that defines the whole person.
Instead of letting one instance of perceived laziness colour our whole view of a person, identify it as an isolated behaviour, and look closer.
Here are some tactics for dealing with the dreaded L-word, from both ends of the conversation; Manager and Employee.
If you’re managing someone who appears lazy:
Now that you can see their laziness as a behaviour, not a fatal flaw which points towards removing this person from your team, it’s time to play detective. Investigate the reasons for this behaviour.
As one manager within Orbis put it “‘Lazy” could mean: “Quite simply not motivated to do their job, bored, unhappy, not satisfied.”
Signs of laziness such as missed deadlines, being uncommunicative, lacking enthusiasm or even absence can be signs of many other issues to watch out for:
- The colleague may be experiencing unmanaged stress either at work or in life.
- Their resistance could be to do with a bad experience in the past or a lack of confidence making them reluctant to enter into a project or situation.
- They could be experiencing chronic fatigue or burnout, which does not reflect the person's competency or attitude; it demonstrates a need for rest, recovery and balance. They’ll be right back on their game once they get a needed reset.
It’s important to note that some of these may be serious, and there’s no quick fix.
You can identify the reason by having an open, supportive conversation with the team member in question. First up, we’d recommend not using the word ‘lazy’ for sure!
Instead, ask them questions like:
- “Are you feeling fulfilled and excited in your role right now?”
- “Are you finding it easy or hard to stay motivated currently?”
- “Let’s check in on your work-life balance, is it where you need it to be?”
The solution should then present itself if steps need to be taken. For instance, giving the team member a project more aligned with what excites them, encouraging some time off to counteract fatigue, or introducing a new challenge if the perceived laziness is a result of boredom.
To quote Orbis Marketing Manager Hannah Roue, “Laziness at work is often a misconception of someone being distracted. Motivation shouldn't be undervalued at work. Good leadership will ensure motivation doesn't slip. You always need cheerleaders and goals. Even for the most mundane tasks.”
In sum, our steps to counteracting laziness as a manager are:
- Identify the behaviour.
- Play detective.
- Make some adjustments.
- Be a cheerleader.
If you’re the one who’s feeling lazy:
First up, admitting to yourself that your performance has dropped is a big, big step!
There’s a stigma associated with the word Lazy, and no one wants to identify with it. The good news is, you don’t have to!
If you’re here and thinking about how to tackle your low performance or struggles with attitude and motivation, you’re not a lazy person. True laziness is looking to get away with doing nothing. Whereas, you’re experiencing a blocker and still showing up to do something about it. Go you!
The next step is to have an honest talk with yourself to unpick where that motivation and enthusiasm have gone. Try thinking, or even journaling, about questions like this:
- Do I care about my work?
- Am I challenged, or am I bored?
- Is there something else I’d rather be doing?
- Do I feel unprepared?
- Am I experiencing Imposter Syndrome?
- Do I feel unappreciated or unrewarded?
- Is there too much on my shoulders?
Once you ask these big questions, you’ve done the hardest bit. You may come to some difficult realisations. In extreme cases, it may even be that you need a change of career. Remember that you’re taking steps in the right direction; even if it’s scary, knowing yourself is essential to be fulfilled.
Once you’ve identified the root of the issue, seek support in tackling it.
Maybe you’re feeling lazy because it seems that no matter how hard you work, you are never appreciated or recognised, progression is out of reach and you feel that you are on a road to nowhere wondering 'what’s the point in trying'. In this case, it’s time for an open talk with your manager.
These are always daunting, but try going in with honesty:
“I’ve been feeling unmotivated recently. I really want to improve my performance, and these are some things I think could help…”
Then ask to set some achievable goals, and clarify promotion criteria.
Likewise, if your perceived laziness comes from a fear of failure that holds you back when being asked to take on a project where you feel out of your depth, the solution is to get talking.
Your manager might recommend additional training to boost your skills and confidence, or agree it’s not the right time for this responsibility and set out a roadmap to get there in the future. They may simply give you reassurance based on why they believe you can do it, and that their support will be available to guide you through the challenge.
So, what do you think, does laziness exist? Let us know in the comments.
Try viewing laziness as a behaviour rather than a character flaw. If we get to the root of it we can transform spells of laziness into opportunities to learn, grow and push ourselves as professionals.
