• Develop work rituals. Employees can be trained to move from task to task throughout the day, the way schoolchildren are. For example, students may know that as soon as the first bell rings in
the morning, they should get out their spelling books. Work with your employee to develop daily work rituals that include things that she enjoys. For example, a manufacturing supervisor could schedule herself to
• Complete the forecast of all materials needed for the next day and check in with three lead employees by her first break of the day at 10:00 A.M.

• Assess the work in every bay for quality and quantity by lunch
time. A form to check off for this task would increase accountability.

• Complete all required daily paperwork by 2:30 P.M.

• Schedule as many appointments with equipment vendors, consultants, peers, and management as possible between 2:30 and
4:00 P.M. If this is the employee’s least productive time, she will be locked into activities that force her to be up and moving.

• Explore this job and other jobs with the employee. Is this the right
job? Could this, in fact, be a problem with motivation as defined in Chapter 4?

Note: Naturally, this and other employees in this chapter are candidates for the disciplinary strategy as defined by your company’s standards and human resources policies. Resort to that process when all else fails.

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