1. Clear communication and expectations: Clearly define employees' job responsibilities and expected outcomes, ensuring that both parties have a common understanding of job content, goals, and completion standards. Regularly hold one-on-one meetings to understand employees' work progress, difficulties encountered, and changes in mentality, and encourage them to express their true thoughts. In response to negative behavior, point out the problem directly and specifically, avoid making vague statements, and express trust in their abilities and potential.
2. Establish incentive mechanisms and feedback systems: Design a reasonable reward system, including material and spiritual rewards, to stimulate employees' enthusiasm and work enthusiasm. Implement an immediate feedback mechanism, give timely praise to employees' positive behavior, provide constructive suggestions for shortcomings, and help employees continuously improve. Establish clear performance evaluation standards to enable employees to understand how their work performance is evaluated and how they can achieve better evaluations through hard work.
3. Provide training and support: Analyze the reasons why employees are not proactive in their work. If it is due to insufficient skills or knowledge, provide necessary training and learning resources to help employees improve their abilities. Encourage teamwork, enhance communication and collaboration among employees through team building activities, and create a positive work atmosphere. Establish a mentorship system to allow experienced senior employees to guide new employees, share work experience and problem-solving methods, and alleviate employees' stress and anxiety. For frequent excuses, provide psychological counseling or career development planning consultation to help employees establish the correct professional attitude and values.