Are Your Employees Lazy or Gifted?

A friend of mine recently directed me to an article about existential depression in gifted individuals, and the symptoms of gifted children reminded me of the symptoms managers notice and try to correct in what they perceive as lazy employees.

“Because gifted children are able to consider the possibilities of how things might be, they tend to be idealists. However, they are simultaneously able to see that the world is falling short of how it might be. Because they are intense, gifted children feel keenly the disappointment and frustration which occurs when ideals are not reached.” (Full Article Here: http://bit.ly/1sspJki ) 

Have you ever had an employee who wasn’t performing? Have you ever talked to them about what was causing them to under-perform? They could just be disappointed in you. I talk to many managers who just wish their employees would shut up and do what they’re told, because that’s what they’re getting paid for. By all counts, the manager is right. The employee is getting paid to do a job, and should probably just do it. The problem lies in the employee not feeling like what they’re doing is really all that important.

“Why am I pushing this button?”

An employee should never have to ask “why” they are doing anything. Your orientation process should clearly outline the company goals and objectives. Employees should understand that when they are stuffing envelopes, they are doing so for this specific marketing campaign which is tied to a specific company objective. If they understand the link and are still experiencing frustration or depression, is it because they are lazy or do they have an idea about how to achieve said goals more efficiently, and so this process is tedious and unnecessary to them. Would it be in your best interest to discuss this with the employee?

About the Author 

ProfileScott Keenan is a Recruiter for Priority Personnel Inc., with several years’ experience recruiting in both the public and private sectors in addition to marketing and social media roles. As a self-described professional cynic, he provides unique insight into modern recruiting from both the recruiter and candidate’s perspective. You can follow him on Twitter or connect with him on LinkedIn