Dealing with team members resistant to extra work. Are you ready to tackle their pushback head-on?
Do you navigate pushback in your team like a pro? Share your strategies for transforming resistance into collaboration.
Dealing with team members resistant to extra work. Are you ready to tackle their pushback head-on?
Do you navigate pushback in your team like a pro? Share your strategies for transforming resistance into collaboration.
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Dealing with resistance to extra work is challenging, but it’s essential to explain why the additional effort is necessary—whether it’s to meet a key deadline or support the team’s overall growth. However, it’s equally important to ensure there’s a balance between work and life. People are more willing to take on extra tasks when they see how their efforts contribute to the bigger picture, but they also need to know their well-being is valued. Open communication and thoughtful planning can help us strike that balance between meeting business goals and respecting personal time.
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Connecting the team to over all value generation and creating a sense of ownership would help the team take the extra mile to accomplish the task. Pushback doesn’t happen only because of capacity issues or teams getting overwhelmed with work, it could be because of the strategies being applied. Making sure that the teams are connected to vision & strategies, connecting them to what is in for them as part of the task would make the opportunity lucrative and helps in getting a buy in from them to get the task done.
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Is your team resistant to working extra? Learn how to turn resistance into collaboration! What really stands out to me is how resistance can be an opportunity in disguise! In my experience, one obstacle you may encounter is a lack of motivation to work extra. Have you ever thought about how difficult it is to convince someone who is already overworked? Be careful: don’t push it! Instead, how about inviting the team to discuss how working extra can benefit everyone? A practical tip is to involve everyone in the decision-making process, so they feel part of the process! With this approach, you will transform resistance into a collaborative spirit. Like it? Hit the like button!
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Firstly, doing work over and above a job role or workload should be the exception not the rule. If your team are doing this regularly it’s time to look at capacity planning and job design. If it is an exception and a team member is resistant to the extra work, there may be an element of disengagement. In times when you need people to go the extra mile, trust and respect in you as a manager is critical. Nobody wants to do additional work for a manager who is not modelling the same behaviour or is rude, expectant, unappreciative etc. If someone already feels overworked/underpaid they will refuse to do more for no reward. Understanding the reasons behind the extra work and the frequency is critical and this must be well communicated.
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No one likes taking on extra work, and as management, we should avoid it unless absolutely necessary. However, if the need arises, I will take the following steps: 1. I’ll explain to the team the great work they’re doing and how this additional task will impact both the team and its goals. 2. I’ll make sure to notify them as early as possible so they can plan their day accordingly. 3. If the work exceeds their capacity, I’ll arrange for extra perks to ensure it’s a win-win situation for everyone. 4. If I have advance notice, I’ll plan and distribute the extra tasks among team members in a way that minimizes any burden and reduces the chances of pushback.
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