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 and working in a productive environment. The company culture is critical to creating an effective team and boosting the organization’s productivity. Management should therefore work to eliminate any practice that kills employee motivation and inspiration.
These practices all start from the top down. Bad managers is often cited as the #1 reason people look for another job. Inept leadership practices do exist and they can come from a disorganized manager, a forgetful boss, a dictator, or an extreme micromanager. Here are four management practices that leaders should avoid in order to supercharge employee efficiency and improve retention.
1. Publicly criticizing an employee
It is said that managers should always praise in public but counsel in 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 a “development walk” outside the office with the employee. Use this opportunity to discuss the issues at hand in a discrete way that does not create much attention. Also, it’s wise when possible to sandwich the negative issue between some positive remarks. Also, allow them to address your concerns and tell their side of the story. It may be that they don’t have the tools they need to succeed.
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 constantly afraid of being fired can focus more on giving their best work and improving their weaknesses.
3. Annoying and ineffective meetings
Most manufacturing executives love holding meetings because it gives them a chance to quickly give information while following up on the 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 and stick to an effective agenda. Make sure that only the people who absolutely need to be involved are expected to attend.
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. Make sure the main contributors are called out and recognized for their efforts and successes and make sure their superiors are aware as well.
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 management practices have you noticed in your organization that sinks workers’ efficiency?