How to deal with easy going people

Being easy-going when you have a goal to reach seldom makes the going easy, Frank Tyger.

I’m a happy-go-lucky character. I’m not that miserable. But I can never let anyone into my world, Noel Gallagher

The easy-going or laid back person is a “free-spirit”, they are happy, friendly, care very little about everything, and do not get angry or emotional easily. They are unwilling to get fully involved in any project. They may be lazy, don't like working too much, have a tendency to procrastinate, and just do whatever they are supposed to do and nothing else.

They are never in a hurry, live in the moment, focus on the positives, and value their time. They are easy-going, relaxed, patience, and highly flexible. They do not work too hard and do not care about the job, project, the employer, customers or their career at their company. They tend to have a more casual, lighthearted, and carefree approach to life.

We know that we are more creative when we’re relaxed. Besides, stress and anxiety may cause sleeping problems or make existing problems worse. Stress is bad for your general health and can bring down your whole team. On the other hand, laid back people are committed to investing as little effort as possible to get things done. They are typically not motivated, nor engaged in their work. They have a go with the flow mentality. They show a completely lack of initiative and apathy. They blend in and go along with everything, just the way it is, right or wrong, and as a consequence, do not make things happen.

What can you do about it?

1. As always, you need to accept them as they are. You are not going to change them.
2. There is a very good side about it. Being a easy-going person means being cheerful, optimistic, and carefree. They are pleasant to be around. They enjoy life, live in the moment, and do not worry about the future. Being happy-go-lucky boots your immune system.
3. However, if we are talking about cheeky slackers who are only interested in playing videogames, goofing around, wasting their time or shopping online, you can try to show them what their peers are doing and the consequence of their actions, shrink their teams, make the relationships between coworkers stronger, and assign them unique and specific responsibilities, tasks, and roles, so their input is clearly visible, quantifiable, and evaluable.
4. Besides, encourage autonomy, offer positive reinforcement, sincere compliments, and constructive feedback, keep a cool, clean, and comfortable office space, upgrade your company’s technology, and improve overall communication.
5. If they are just burnt out, try to find strategies that may encourage personal growth, engagement, and motivation, such as make their tasks more meaningful or challenging, provide more training or resources, allow them to change of project or team, develop a career development path, define the purpose of his/her work, etc.
6. As a last resort, you need to let them know that you are monitoring their performance and productivity regularly, and that you are willing to reward results or help them grow elsewhere.
7. Finally, you may need to find and treat underlying issues, such as depression, low self esteem, drug abuse, health, family problems (divorce, child abuse, domestic violence), and may want to seek help from a mental health professional.