Is Your Chatty Employee Costing You? The Surprising Truth for Small Businesses

We all know someone who tends to rattle on a little too much. It’s one thing when it’s a relative or friend outside the office, but an entirely different dynamic when it’s a work colleague. Someone who likes to chat to the point it’s distractive or worse still, counterproductive. This individual may otherwise be an asset to the team, but their bad habit of excessive chit-chatting makes them difficult to work alongside. If you own or manage a business, this issue can be particularly difficult to approach and deal with.

Managing a Chatty Employee: A Guide for Small Business Owners

Every small business owner dreams of having a team composed of high-performing, dedicated, and enthusiastic employees. However, even the most valuable team members can have habits that may disrupt the workplace. One common scenario is an otherwise outstanding employee who is overly chatty, inadvertently distracting co-workers and affecting overall productivity.

It’s unfortunate but sometimes a reality. So, let’s take a few minutes to explore practical strategies to address this issue while maintaining a positive and productive work environment. (Plus, how you can go about addressing the situation without marginalizing the individual or making him or her feel unappreciated.)

1. Recognize and Acknowledge the Employee’s Strengths

Before addressing the problem, it’s crucial to acknowledge the employee’s contributions and strengths. This approach demonstrates appreciation for their hard work and sets a positive tone for the ensuing conversation. Highlight specific instances where their performance has positively impacted the team or company.

2. Identify the Root Cause

Understanding the reasons behind the chattiness can help tailor an effective solution. Some potential reasons might include:
  • A desire for social interaction or feeling isolated.
  • Boredom or a lack of challenging tasks.
  • A tendency to use conversation as a way to brainstorm or problem-solve.
By identifying the underlying cause, you can address the issue more effectively and empathetically.

3. Have a Private, Honest Conversation

Schedule a private meeting with the employee to discuss the situation. Do it in a friendly environment, like over a casual one-on-one lunch. Approach the conversation with empathy and understanding, emphasizing that the goal is to find a solution that benefits everyone. Outline specific instances where their chattiness has caused distractions and explain the impact on the team’s productivity.

4. Set Clear Expectations and Boundaries

Once the issue is discussed, it’s essential to establish clear expectations and boundaries for workplace communication. Some strategies to consider include:
  • Setting specific times for socializing. Designate break times or lunch hours as opportunities for employees to chat and unwind.
  • Encouraging focused work periods. Implement “quiet hours” during which employees are encouraged to focus on their tasks with minimal interruptions.
  • Providing private spaces. Create designated areas where employees can have conversations without disturbing their co-workers.

5. Offer Alternative Solutions

Consider offering alternative methods for the employee to channel their need for communication, such as:
  • Team-building activities. Organize regular team-building exercises or social events that allow employees to interact and bond in a structured manner.
  • Collaborative projects:. Assign the employee to projects that require teamwork and communication, enabling them to contribute their ideas productively.
  • Regular check-ins. Schedule regular one-on-one meetings with the employee to discuss their progress, challenges, and ideas, providing an outlet for their need to communicate.

6. Monitor Progress and Provide Feedback

After implementing the agreed-upon strategies, it’s essential to monitor the employee’s progress and provide constructive feedback. Regularly check in to ensure that the solutions are working and make adjustments as needed. Acknowledge any improvements and continue to express appreciation for their contributions.

What We’ve Learned

Addressing the issue of a chatty employee can be a delicate task, but with empathy, clear communication, and a focus on finding mutually beneficial solutions, small business owners can create a harmonious and productive work environment. By recognizing the employee’s strengths and providing alternative outlets for their communication, you can help them thrive while minimizing disruptions to the team.

Want to Accomplish More?

Do you want your company to grow faster and earn more while you spend more time with your family doing all the things you started your business to do?

We can make that dream a reality. Give us 30 minutes and we will show you how to get your life back. Skeptical? Good! Put us to the test.

You can call us for your free appointment at 480-636-1720, or, if you prefer, Waters Business Consulting Group to learn more about us and the services we offer.

Like this article?

Share on Facebook
Share on Twitter
Share on Linkdin
Share on Pinterest

Related Posts

Less Texting More Face Time Equals More Success in Business

No, I am not talking about the Facetime application … I am talking real, live one-on-one face time! Texting has become as normal a standard in our world as eating and sleeping, and in some cases it has become more important to some people than eating or sleeping! With texting, the level of trust is low. Texting does not allow for relationship building and real relationship building is required to develop trust. Texting only provides tentative, at best, minimal trust. It’s important to understand that low trust does not translate to success in business! Why Personal Contact Always Beats Out Texting in Business Ok, I am as guilty as anyone using text to communicate. Texting is an efficient and immediate form of communication that allows the sender and recipient to respond on their own terms. It’s very convenient. The benefits of texting are numerous, but the problems that texting develop or cause are now beginning to surface as we track data; auto accidents, pedestrian accidents, sleeplessness, lack of productivity, poor communication skills … and now less success in business due to limited and poor planning! Texting has its place, but not while walking, driving, during meetings, or especially at the dinner table. You want to improve your relationships with family, friends, and business associates, along with clients/customers? Call them, meet them for coffee or lunch, and build a relationship with eye-to-eye contact instead of sending texts. We never talk any more: The problem with text messaging – From CNN Tech Web site By Jeffrey Kluger As texting use rises, the phone call is becoming a dying institution American age 18-29 send an average of nearly 88 text messages a day Psychologists worry social skills in young texters won’t develop Habitual texters may hurt relationships, miss out on new ones Because texting is convenient and can be done almost anywhere, it tends to substitute proper planning in advance for last minute texting to coordinate meetings, directions, critical information, etc. Recently, it hit me why last minute texting is a pet peeve of mine. Why? It minimizes our need to plan because we expect immediate responses. So why plan in advance when you can text at the last minute? Is it not more convenient? Does this rationalization sound familiar? Let me provide a real-world example. When texting or cell phones didn’t exist, we all had to plan out our days, our travel, our meetings … our whole day-to-day life. It required goal setting and developing a plan because there was no cell or text to connect at the last minutes. We had to pre-plan even if the plan was just meeting someone for lunch, or meeting someone at an event. Today, I hear many people say, “We’ll figure it out; I’ll text you.” Real success occurs when you plan in advance by writing down your goals and when you have a plan to achieve those goals. Or in the case of meeting or connecting with someone, you plan in advance so that you minimize the use of text while driving to the meeting! Achieving Your Goals Statistics show more than 70 percent of people never have goals. And, only 28 percent say they have some kind of goals, with just a meager 2 percent having written goals. Moreover, it’s estimated that this 2 percent controls over 90 percent of all income. Goals require planning. This includes planning your weekly business calendar of priorities which are part of your strategy to achieve you goals. So, if you have a plan, you can easily set a meeting and location based on your schedule. If you have no plan, and your plan is to “figure it out and text” at the last minute, then your potential for success diminishes greatly. Align your plan with your goals, by scheduling your plan in a calendar. Instead of texting for directions or meeting locations or times at the last minute, usually while driving and walking, pre-plan your meeting in advance and call or e-mail the information. Then use the time while driving to clear your mind and prepare for your meeting. That will produce far more effective and successful meetings than texting at the last minute. “By failing to prepare, you are preparing to fail.” –Benjamin Franklin Try this for 2 weeks Take 1 hour to plan your week by pre-scheduling all the priorities you need to accomplish in your plan for achieving your goals for the next two weeks. Put each priority in your schedule under a block of time. Allow time for travel, meals, errands, family, work outs, etc. (This takes thinking in advance, but by pre-planning, you will address any logistical challenges in preparing your plan and be able to adjust prior to your meeting or event.) Call and use your voice to communicate your plans with those you are meeting. When you get to the meeting or event, avoid texting and focus on eye contact and listening to your client, customer, vendor, or associate. In doing so, you will have less stress, higher productivity and greater success … with less aggravating, last minute, in between traffic lights and phone call texts … I guarantee it! So, put down your mobile device and start planning for Less texting and more real face time that will help you succeed in business!

Read More »

Signs an Employee is Not Actually Ready for a Promotion

Promoting an employee is a big decision, and it’s important to make sure that the person you’re promoting is actually ready for the next level. Fortunately, there are a number of signs that can indicate that an employee is not yet ready for a promotion, even if they’re doing a good job in their current role. Signs an Employee is Not Actually Ready for a Promotion Promotions are an essential part of career growth and employee development within any organization. They serve as recognition for hard work, dedication, and competency in one’s current role. However, not all employees are ready to take a step up, despite their desire for advancement. As an employer, it is crucial to assess each team member carefully to ensure that they are adequately prepared for the increased responsibilities and challenges that come with a higher position. Here are some of the most common signs that an employee is not ready for a promotion: They’re not consistently meeting performance expectations. This is probably the most obvious sign that someone is not ready for a promotion. If they’re not consistently meeting the expectations of their current role, they’re not likely to be successful in a more senior role. They’re not taking on new challenges. If an employee is content to stay in their comfort zone and not take on new challenges, they’re not likely to be ready for a promotion. A promotion means taking on more responsibility and facing new challenges, and if an employee is not up for that, they’re not ready for an upward move. They have difficulty acting as a team player. A promotion often means having more responsibility for managing and motivating other people. If an employee is not a solid team player and doesn’t have the skills to motivate and lead others, they’re not ready for a promotion. They’re not eager to learn new things. The world of work is constantly changing, and in order to be successful, employees need to be willing to learn new things. If an employee is not excited to learn new things, they’re not likely to be successful in a more senior role. They’re not able to handle stress well. Senior roles often come with more stress and responsibility. If an employee is not able to handle stress well, they’re not likely to be successful in a more senior role. If you see any of these signs in an employee, it’s important to have a conversation with them about their readiness for a promotion. Explain to them what you’re seeing and why you don’t think they’re ready for a promotion yet. Help them identify what they need to do to improve their skills and knowledge so that they can be successful in a more senior role. Other Considerations Business Owners Need to Take into Account It’s also important to remember that not everyone is cut out for management. Some people are perfectly happy to stay in their current role and not have more responsibility. If that’s the case, there’s no need to force them into a promotion that they’re not ready for. Promotion is a great way to recognize and reward employees for their hard work. However, it’s important to make sure that the person you’re promoting is really ready to climb up the ladder. By looking for the signs listed above, you can help ensure that your promotions are successful. Now, here are some additional tips for identifying employees who are not yet ready for a promotion: Pay attention to their performance reviews. If an employee has consistently received negative reviews, they’re probably not ready for a promotion. Talk to their manager. Their manager will be able to give you a good sense of their overall performance and whether they’re ready for a promotion. Observe them in action. Pay attention to how they interact with their colleagues, how they handle stress, and how they take on new challenges. Promoting an employee prematurely can be detrimental to both the individual and the organization. Employers must carefully assess each team member’s readiness for a promotion by looking for signs of technical proficiency, effective time management, initiative, teamwork, and the ability to handle current responsibilities. By offering support, training, and guidance to employees who exhibit potential, employers can better prepare them for future roles and foster a more successful and motivated workforce. Interested in learning more about business? Then just visit Waters Business Consulting Group to learn more about us and the services we offer.

Read More »