Sometimes, you need something from someone who is… hey, has anyone seen… argh, he’s gone already?!
Folks often want to believe they can “resuscitate” dead individuals and breathe life back into their careers.
Forget it.
You have enough to worry about. Now is not the time to fix someone else’s problem… especially since “motivation to change”—a critical precursor to any change program—is notably absent in this case. Just recognize what you’re dealing with, figure out how to get what you need from the person, and get on with your life.
How to recognize those who are R.I.P:
- They are disengaged.
- They show little interest in details.
- They almost always have someone who covers for them.
- They withhold approval for larger decisions, but are quick to green light projects that require little time or attention.
- They avoid administrative responsibilities.
- They are not motivated to achieve financial goals.
- They show little enthusiasm for the organization.
- They provide little feedback to others, if any.
- They are frequently unavailable.
How to work with the R.I.P.:
- Take full responsibility for the work.
- Handle the administrative work yourself.
- Seek them out physically: make the connection happen wherever they are going to be.
- Be prepared to threaten them by going “public” with their “deadness.”
{ 1 comment… read it below or add one }
Jason –
You’re so right – “RIP” are all around us, and they are allowed to be that way for just the reasons you’ve outlined. I think managers are making a huge mistake if they think they are being “compassionate” by not dealing with it and letting the person ride it our for a few years. It’s actually showing a lack of respect to the individual, and it’s especially hard on the rest of the team that has to pick up the slack. Even worse if the RIP is a manager – pity that RIP manager’s poor employees.
How about if we leave a copy of your book on their desk with a bow? It would be like handing someone a career breath mint.
BTW, I love your videos – keep up the great work!