Organizational Practices that create Unhappy Employees

The main objective of any effective executive is to set his or her team up for success.  This can only be done if employees are happy.  A happier set of employees will make a more effective team and thus boost the organization’s productivity.  Management should therefore avoid any practice that kills employee motivation and productivity.

These practices all start with the executives and their leadership styles.  Inept leadership practices do exist; they can come from a disorganized manager, a forgetful boss, a dictator, or an extreme micromanager.  Here are four management practices that executives should avoid in order to supercharge employee efficiency.

1.      Publicly criticizing an employee

It is said that managers should always praise in public but counsel private.  Publicly criticizing an employee in front of his or her peers causes unnecessary and counterproductive embarrassment.  This obviously demotivates the employee and makes him or her fear making a mistake.  The best way to counsel an employee, if you are in an open office situation, is to take “development walk” outside the office with the employee.  Use this opportunity to discuss the issues at hand in a way that does not create much attention.  Also, sandwich the negative issue between two positive remarks to make sure they leave the conversation with some positive motivation.

2.      Shaking in their shoes

While fear can be used as a powerful motivator to increase job productivity, if used frequently, it can paralyze a team and lower the morale of employees.  More so, most threatened employees use their valuable time looking for greener pastures just in case things go wrong.  It is better to create and build a culture based on trust and respect.  Employees who are not afraid of being fired can focus more on giving their best work and improving on negative issues.

3.      Annoying and ineffective meetings

Most manufacturing executives love holding meetings because it gives them a chance to quickly give information while following up progress of their key projects.  However, most employees dislike frequent meetings because they feel they are not directly relevant to them or it is done at an inconvenient time.  Thus, these meetings are a waste of time and energy because of the disconnection. When frequent meetings are needed, they should be short and to the point.  Most meetings are more effective if invitations to  key stakeholders are handed out only as necessary.

4.      Ignoring excellent performers

Great managers give credit to those top performers in their teams and accept responsibility when things fail.  Bad managers take all the credit for work well done and blame their team members for poorly done work.  It is always good to give credit to everyone who deserves it.  Also, ensure that your top performers have the necessary tools to ensure their success and are working in areas where they will maximize their potential.  The best way to know what tools are missing is to simply ask.

Every executive should know how to manage their team members or employees to ensure maximum efficiency and productivity.  With such great books out there including short classics, such as “The One Minute Manager”, you can continuously work to improve your management style and develop a team of dedicated and responsive people who work hard to ensure your company’s success.

What other management practices have you noticed in your organization that sinks workers’ efficiency?

by:  Anjela Mangrum, CPC

Anjela Mangrum is the founder of Mangrum Career Solutions Inc.  MCS partners with industrial and machining manufacturing businesses to source and secure mid-to-upper level talent for operations, supply chain, and engineering positions.  They work to empower individual job seekers by helping them gain a competitive edge in their job search. For hiring needs contact Anjela at 513.753.3813 x101.

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