Some employees will do well at the beginning, but it will be difficult to complete the task.

They always seem to be working hard to get the ball across the goal line.

They are distracted from other tasks or are assigned to complete another project before they complete their tasks.

You can use these whips to get these people to focus on their work, but there are more in the world of psychology.

In a recent study, psychologist Heidi Grant Halvorson pointed out an important difference between those who finished their work and who could not finish their work, at least they were always trying to finish their work.

The difference, she says, is that in the process of pursuing goals, people measure their progress by how much they have completed or how much work they have left.

This study shows that those who always look ahead and focus on how much work they have left is still unfinished. "Oh, I have eleven important interviews to do, and a summary report to be made" - such talents are those who can really finish their work.

They take the rest of their work as their driving force.

On the contrary, those who like to see how much work they have done have done "Oh, I have finished five."

Halvorson wrote, "great managers can create great employees, who will remind employees of their concerns.

Are there any situations where your employees are unable to complete their work?

How do you solve this problem?