• Or, schedule 1-hour brainstorming sessions in a conference room to collect information—verbal or written. The term brainstorming session seems to take the pressure to come up with a finalized answer off some employees.

• Assure overly conscientious employees that their work quality is
recognized. Give them permission to take the risk of releasing
documents and projects sooner. Tell them that even if they make a
mistake, the organization (and their careers) will survive. You may
want to share a mistake that you made in the past. Employees who
demonstrate analysis paralysis often live in fear of making a mistake.

• Create forms or templates for final reports upon project completion.
Some employees spend the greatest amount of time composing how they will deliver their final information. They are overly cautious about their phrasing. If you create a template, you will
• Focus the employee more effectively
• Give him a fast, easy way to plug in his information
• Eliminate time spent analyzing how to package information

• Use an online project management tool. This software tool allows
your employee, you, and other stakeholders to collaborate and give
input online. Project milestones are entered at the beginning of the
project. If any team member gets behind, that variance is charted in
a bar chart or some other visual graphic. As soon as a delay occurs,
you can see it and discuss it with the employee. This tool also
encourages overly analytical or verbose employees to move on to
the next step. Less time is spent filling in the information required.

Taken From: 201 Ways to Turn Any Employee Into a STAR Performer