4. The Great Freeze - Why Some Staff Just Can’t Seem to Get Started
Practical tips to help employees begin (and finish) tasks
At a fast-paced marketing agency in Auckland, junior designer Sam is full of ideas and potential. He’s creative, thoughtful and always willing to learn. But there’s one issue that keeps coming up - Sam takes forever to get started.
His boss, Anita, notices that even when a brief is clear and deadlines are tight, Sam stalls. He stares at his screen. He shuffles papers. Sometimes he opens software and just sits there. When he finally starts, the work is good. But by then, the team is behind schedule.
At first, Anita wondered if he was slacking. But a chat with Sam revealed something deeper - he wasn’t avoiding the work. He just didn’t know where to begin.
This is a classic case of task initiation problems - a common issue for people with executive functioning challenges.
What Is Task Initiation?
Task initiation is the ability to start a job or project without putting it off. It might sound simple, but for some people, it’s anything but. Even if the task is important, even if there’s motivation, even if the deadline is looming, they freeze. Their brain can’t seem to switch from thinking to doing.
It’s not about laziness. It’s not a bad attitude. It’s often about overwhelm, anxiety, perfectionism, or a lack of structure.
Signs Someone Might Be Struggling to Start
Delays getting started even when tasks are understood
Procrastinates with less important work
Asks lots of questions instead of diving in
Starts and stops without finishing
Waits until the last minute, then rushes
Sound familiar? You’re not alone. Many workplaces see this pattern, especially in roles that require creativity, multitasking, or self-direction.
Why It Happens
There are several reasons someone might freeze at the starting line -
Overwhelm - The task feels too big or too unclear.
Fear of failure - "What if I stuff it up?"
Perfectionism - "I can’t start until I know it’ll be great."
Poor planning - They don’t know the steps or where to begin.
Low dopamine - Common in ADHD, the brain craves stimulation to activate.
Whatever the reason, the fix often starts with how the task is framed and supported.
Back to Sam and Anita
After their chat, Anita tried a new approach. Instead of giving Sam a full brief and expecting a finished product, she broke the project into smaller parts -
Read the brief and highlight key points
Sketch out three rough ideas
Share a draft with the team
Get feedback and refine
Finalise and export
Suddenly, Sam wasn’t stuck. He had a clear path and small wins to build momentum. He wasn’t expected to create a masterpiece straight away - just to take the first step.
Practical Tips to Help Staff Get Started
If you manage someone like Sam, here are some things you can try -
1. Chunk the Work
Break tasks into smaller, bite-sized pieces. Instead of "Design the campaign," say - "Create three concept thumbnails." Clear, simple steps lower the barrier to getting started.
2. Use the "Two-Minute Rule"
Encourage staff to start any task with just two minutes of work. Often, once they begin, the momentum kicks in. The hardest part is crossing the start line.
3. Set Time Blocks, Not Deadlines
Give structure without pressure. Say, "Spend 30 minutes brainstorming" rather than "I need ideas by 3pm."
4. Encourage "Good Enough for Now" Thinking
Perfectionism kills momentum. Promote a mindset of "done is better than perfect." Staff can polish later, but they need a first version to work from.
5. Provide Examples or Templates
For someone who freezes at a blank page, seeing a past example or having a basic template can make all the difference.
6. Check In Early, Not Just at the End
Touch base at the start of the task, not just the deadline. Ask - "How’s the start going? Need help getting into it?"
7. Celebrate Starting, Not Just Finishing
Notice and praise the first steps. Acknowledge the effort it takes to get going. For some staff, starting is the hardest part.
Helpful Tools and Tricks
Timers - Use Pomodoro technique (25 min work, 5 min break)
Progress boards - Visual workflows help staff see where they’re at
Mood music - Some staff focus better with a set playlist to signal "work time"
Novelty triggers: A new pen, a fresh notepad, or a change of scenery can create a small mental reset
What Changed for Sam?
With Anita’s help, Sam began starting his tasks more confidently. He still had the occasional slow day, but overall his productivity improved and so did his job satisfaction. He felt less like he was failing and more like he was learning.
Anita also felt better. She wasn’t nagging. She was supporting. The stress levels dropped for both of them.
What This Means for Managers
When you see someone stuck, don’t jump to conclusions. They might not need motivation. They might just need a foothold. Something to grab onto to get the ball rolling.
You don’t need to micromanage or spoon-feed. Just offer a clearer starting point and a bit of grace.
In the long run, that can turn stuck staff into steady performers.
If you’d like to discuss your neurodivergent team members and how to transform the workplace environment to achieve their full potential, please make contact for a free, no obligation and confidential conversation.
donelle.dewar@neuro-focus.co.nz
+64 21 825 286