Navigating the 33.33 percent syndrome

On most mornings, as I make my way to work, I encounter a peculiar breed of drivers who seem to have mastered the art of occupying a third of one lane and two-thirds of another. They unashamedly block two lanes, drift between lanes, neither here nor there, creating a roadblock for those of us trying to align or overtake. Today, it took several assertive honks and a string of “under the breath” expletives to clear a particularly stubborn taxi from my path.

Then there are the slowpokes, cruising at a leisurely 33 km/h in the fast lane, mostly large heavily laden trucks, cement mixers or multi-axle vehicles, forcing the rest of us to overtake from their left, which is a clear violation of traffic rules or drive behind them at their pace while taking in the morning breeze!

While these morning frustrations can be vented with a blog post [such as this] or an extra lap around the block, what about the 33.33 syndrome in the workplace?

These are the employees who:

• Give only a third of their attention to their tasks.
• Are perpetually indecisive about life and work.
• Progress at a snail's pace.
• Lack enthusiasm and drive, often dragging down overall team morale.
• Resist change and innovation, preferring to stay in their comfort zone and in some cases blocking other team mates from progressing.

This is a red flag in any company that believes in customer and delivery excellence and aims to meet deadlines and accelerate its journey to success. We need employees who are focused, dynamic, and goal-driven. Switched on to their careers, the company, and the world around them.

Change is the only constant, especially in today's dynamic workplace. As industries evolve, technologies advance, and market demands shift, organizations and their employees must adapt to stay relevant and competitive. They cannot be only 33.33 percent invested. Embracing change is not just about survival; it's about seizing opportunities for growth and innovation. Those who are flexible and open to new ideas can navigate transitions more smoothly and are better equipped to anticipate and respond to future challenges.

So, how do we address the 33.33 syndrome?

1. Mentorship: Guide them to reach their full potential through regular one-on-one sessions and personalized development plans.
2. Reskilling/Retraining: Equip them with the skills needed for efficiency through workshops, online courses, and cross-functional training.
3. Target-Oriented Goals: Set clear objectives and monitor their progress closely, providing objective feedback and recognizing achievements.
4. Counseling: If all else fails, reassess their role or consider a transition to a different company, ensuring it's a fit for both their skills and interests.
5. Performance Management: Implement a robust performance management system to identify and address issues early on.

In this ever-changing landscape, the ability to adapt is a valuable skill, making change not just a constant but a catalyst for progress. Sure, you may argue that the tortoise [in the hare and the tortoise narrative] won the race, but let's be real – that's a one-off occurrence, and especially not in the fast-paced world of 2024.