Break large tasks into smaller parts
As an article on Entrepreneur.com points out, huge and complex projects might feel intimidating to workers. This can lead to procrastination. Help your employees break tasks down into smaller, specific steps. If they can cross off a small task each day, the sense of accomplishment motivates them to keep going.
Set clear and realistic deadlines
Deadlines which are vague or too distant can encourage procrastination. Set clear but achievable deadlines for each stage of the project. If a task is too large, break it down into multiple smaller deadlines. A clear structure helps reduce anxiety about the volume of work.
Provide regular feedback
Feedback should not be something employees receive once a month. Regular feedback on how they are doing gives them direction and reassurance. If they can see progress, they will be less prone to procrastination. Plus, it reduces the fear of last-minute reviews that can lead to putting off work.
Encourage breaks and rest
Procrastination is often the result of exhaustion, frustration and overwork. Managers should encourage a healthy balance between work and rest. Taking short breaks during the workday, as well as promoting well-being outside the office, can help keep subordinates refreshed and focused.
Allow flexibility at work
Everyone works differently: some people are most productive in the morning, others in the afternoon. Allow employees a certain amount of flexibility in scheduling their work. When they have the ability to adjust their work schedule, they can better overcome the urge to procrastinate.
Create an open working environment and don't avoid talking about procrastination
Feeling supported and understood can be a key factor in combatting procrastination. If your employees feel part of the team and know they can talk about problems without fear, they will be less likely to procrastinate. Don't be afraid to discuss the subject of procrastination and feel free to mention your own experiences with the problem.
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