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Introduction

Every workplace has needy employees who need more validation or help than others. But, sometimes this behavior translates into distractions in your work. Both managers and coworkers can reap the consequences of this employee. Here, we are going to provide you with some key tips to handle employees who cannot work independently.

Benefits of Working Independently

Although the workplace can be collaborative, there is a time and a place for independent work. Working independently on a task allows employees to take the reins and truly take control of the task. This means the employee can feel relaxed without needing to include others’ thoughts in the project and has the freedom to do the task on their own time. Obviously, the employee must meet the deadline and produce work to your expectations, but the independent worker can avoid collaborative discussions with coworkers and can complete a task more efficiently. Allowing an employee to work independently displays your trust in their work and should be seen as a compliment in itself to the employee. However, some work is better done in groups, depending on the task.

Tips to Deal with a Needy Employee

The needy employee is someone who asks too many questions, requires frequent validation for their work, tries to collaborate on projects that are not meant to be collaborative, and often disrupts your day in the process. It is important to remember that typically these actions are repetitive and can span over multiple tasks. Employees have the right to feel anxious about a specific task every once in a while and present frequent questions about it. However, once this behavior becomes habitual, turn to these key tips to address it.

Set Clear Boundaries From the Start

If you allow employees to disrupt your workday by walking into your office unannounced, this will foster needy employee behavior. Here are some ideas on how to set clear boundaries:

Have office hours during the day when an employee can come ask you questions
Tell the employee to come back at a later time, which will allow them to solve the issue on their own
Direct them to someone else to answer questions if necessary

Meet With The Employee

When needy behavior persists, ask to meet with the employee. Before the meeting, prepare a performance evaluation using ManageBetter’s ReviewBuilder to solidify feedback for the employee. Presenting this information to the employee may lead them to realize this behavior. Use the following phrases in the meeting:

I trust your performance and am comfortable with you working independently
I am here to support you in becoming a more independent employee
You are more than capable of working more independently

Convey to the Employee That Their Behavior Distracts Others and Can Harm Them

Having someone constantly interrupt your day with questions and feedback can delay productivity throughout the office. An employee’s inability to work independently can have consequences such as missing out on promotions or even termination when it becomes completely out of hand. Say the following phrases to help reinforce this:

I understand that you like to collaborate with others, but learning to work independently can help you succeed in this workplace and develop stronger self-awareness skills that could help set you up for even a promotion
Your behavior is impacting the productivity in the office, and I trust that you can work well independently
I am noticing lower productivity within your team and I think you should work more independently to increase the productivity since working alone can be more efficient

When Is Collaboration Encouraged?

Collaboration is encouraged in any workplace setting. No one wants to be stuck at their desk all day unable to speak to others or feel uncomfortable asking a question. Employees should feel comfortable turning to their team or you for help and feedback. Even simple brainstorming sessions should be allowed, and sometimes employees just need to talk out how to do a task. Don’t discourage all collaboration, but remain ready to address needy behavior if it occurs.

Conclusion

Be there to support your employees, especially when needy behavior needs to be addressed. An employee's inability to work independently can ruin the productivity of the entire workplace and can frustrate coworkers. Remain clear in expectations for tasks, especially when they are meant to be completed independently. Allow employees the opportunity to ask questions, but understand when that turns into needy behavior. Guide your employees to success and greater independence.

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3 Sure-fire Ways to Deal with Employees Who Can’t Work Independently