5 Ways in which You’re Sabotaging Your Employees’ Productivity

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1. You’re now no longer putting priorities

You provide your direct record of a listing of initiatives and their responsibilities to complete, at the side of perfect deadlines. Delegation performed, proper? Not so fast. Your assigned due date does now no longer without a doubt translate to prioritization. Your group contributors want priorities and, relying on their experience may additionally want a clean direction laid out via means of you to assist them to manipulate their time. Also, be organized to allow them to recognize which undertakings can slide a piece if they want if the alternative assignments emerge as taking extra time than anticipated. 

2. You fail to consider that new responsibilities will divert present ones

Entrepreneurs are infamous for being concept machines. While that is a large value-upload for a corporation, as a whole, it can force exquisite tension in your group. Consider this hypothetical scenario. You’re in a corporation meeting, and your personnel has already got chock-complete to-do lists, with priorities properly established. But then — curveball — you are available with a remarkable concept. If something new comes up that must take precedence, you ought to alter your personnel’s present workloads accordingly. You must additionally use an OKR framework that forces you to begin on target and now no longer pivot so quickly. 

3. You haven’t mastered conscious communication together along with your group

Here’s a grimy little fact: Most humans are terrible communicators. Even (or possibly in particular) executives. To get your group handling their time deftly and running at complete capacity, you ought to be intentional about the way you speak with them. 

Here are a few tips: Give them all of the contexts you have. Sometimes, withinside the call of compactness, leaders proportion best the want-to-recognize info of an undertaking with their subordinates. But this may restrict the workers’ capacity to paint intelligently and apprehend essentially what they’re doing and why. More context will best lead them to higher (and extra efficient), so don’t shortchange them in this area.  

4. You anticipate personnel to address responsibilities such as you would

You’ve been on your enterprise for 15 years, however, you, ur worker has best been in it for five. Why, then, are you looking ahead to them to provide on the identical stage and with the identical performance which you do? This occurs all of the time, and it places undue strain on one worker at the same time as ratcheting up the employers’ frustration. Transition your expectancies to requirements. Set requirements with group contributors approximately the first-class and timeliness of their paintings. Then align what you anticipate to the one’s requirements. and hold yourself honest. If you haven’t communicated you’re popular and that they don’t supply, it’s on you, now no longer them.  

5. You’re steerage their ship, now no longer empowering them 

Finally, how are you coming near all of those procedural objects? Are you putting the course, and looking ahead to personnel to fall in line? While the title “manager” implies that you ought to actively manipulate the ones reporting to you, the nice managers are those who equip their groups to mainly manipulate themselves. When it involves personnel’ time control and productivity, leaders’ moves and attitudes both assist or restrict. All leaders could make remarkable strides via ways of enhancing their expectations grounded in realism. Start there, and you’ll be on the street to strengthen -now no longer sabotaging — productivity.

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