Productivity is one of the most important issues that an organization has to deal with. But what happens if you have some of your good employees are getting slow? There is another issue that is worth bringing up here. If you have an employee that once seemed like a good candidate and now they are slow and unmotivated, try to determine why that is. Sometimes an employee may act like this if they don’t have all the tools they need to complete a task; they are not getting clear instructions, or may even have personal problems that are draining their brain. But if you can get to the bottom of it and understand where the problem is coming from, you may be able to be more effective at addressing it.
Here we are sharing reasons for the slow down of good employees.
Poor Communication between Employee and Employer
The biggest problem with any relationship is a lack of communication. Poor communication in the workplace can lead to poor relations between employees and an unfriendly work atmosphere in general that renders employees inefficient and ineffective. The issue starts when employees avoid speaking forthrightly to their manager for fear of counterblow, a valid feeling in many cases. But there are plenty of things organizations can do to open the lines of communication, like making time for employees, giving feedback, listening closely, asking questions and above all else
Lack of Appreciation at Workplace
It is a known fact that appreciation is one of the top motivators for employees to work harder and to be more committed to their companies. Employees often are full of energy and with big ideas when they start a job, but receiving little or no feedback or appreciation from the boss can make their morale down. Recognition is a key factor to boost up employees morale. Those who perform in a company must be recognized. When an employee feels unappreciated at work, the stress it creates turned into dissatisfaction about the job that affects the productivity of employee and organization both. There are several ways to display appreciation, but the simplest ones are sometimes all that’s necessary.
There’s no question that favoritism is a bad management practice. It breeds bitterness, destroys employee morale, and creates hindrance in a good performance. Favoritism also leads to lost productivity, as employees who aren’t getting the plum assignments spend more and more time gossiping and griping about how unfair the system is rather than doing their work. When “who you know” becomes a reason for advancement or preferential treatment, employees often find it tough to swallow this bitter pill.
No Opportunities for Growth
An employee’s perception of internal growth and development opportunities is one of the more important predictors of employee engagement. Opportunities for growth and development help employees expand their knowledge, skills, and abilities, and apply the competencies they have gained to new situations. For many organizations, advancements and promotions can be likely because of struggling business operations. Employees notice the decrease in succession planning and hence the drop in delivering efficiency and productivity in an effective manner.
A huge pile of unfinished work is not the main reason why employees become depressed; it is the work environment and the feeling of being treated unfairly by the management that has the greatest effect on an employee’s mood. A boss can be a nurturing coach interested and actively involved in the success of his team. A close employee-boss relationship can create an open line of communication that allows management to understand the staff’s stand on issues, create effective forms of motivation, and create a positive and productive work environment. A boss can also be a closed-door individual who offers little positive feedback and can bring down the morale of his entire group.
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