5 Clear managerial laxity that derails your employees’ productivity

productivity

In any construction site and companies most managers think about whether their employees are really productive as they need and if they are competent.
No doubt every manager would like to see his work completed on time set or beat the deadline and deliver before time set, but as a manger have you really looked at the other side of equation and ever wondered if you are the stumbling block for your employees?
Here are some of the clear managerial laxity that you might be having that derails your employees productivity.
1) Being a stumbling block that prevents your employees from moving forward
If you are a manager, do you find yourself insisting on approving every single small detail of your project and yet you have well experienced competent staff who can easily handle that by themselves? If yes then you are the cause of less productivity in the company.
Employees need space to work and make decisions that will run your company project and also achieve the goals set.
As a manager it’s either give them more authority to act without your approval or you need to reallocate your time so that you’re able to get them what they need without unreasonably long delays.
2) Not truly delegating responsibilities
In many companies managers tend to use their employees as helpers rather than giving them that opportunity to have the ownership and having the real responsibility.
This leaves the manager bearing the burden of spotting what needs to be done and assigning the work, and leaves staff members feeling that they’re only responsible for executing the specific tasks the manager assigns and aren’t empowered to act more broadly.
3) Failing to convey clear company expectations
If you are a manager and you haven’t clearly stated nor communicated concrete company goals to the employees and above all ensured that you have a shared understanding of what your success in each goal is then you are clearly falling down on the most important jobs.
4) Failing to ask your staff what they need deliver
You can assume you have the best team and the You might think that you already know what your team’s needs are and you expect results. If that’s the case then you are wrong. In this case you might be surprised by what you’d find out if you asked. Many people won’t speak up on their own if they need new software, a faster computer, or other tools to do their job – but if you ask, they’ll often tell you.
5) Up for Creating a climate of fear and anxiety
Ruling through rigid control, negativity, and a climate of anxiety and fear might ensure that no one steps out of line – but it also ensures that employees won’t bring up new ideas for fear of being attacked and won’t be honest about problems – which will limit what your entire team is able to accomplish

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