As a manager you need your team to perform. But they don’t.
Why?
Is it because they are lazy?
Your temptation may be to think so, but is it so? During your career, have you ever found yourself delaying in accomplishing a task? Was it because of your laziness? Probably not or you wouldn’t have excelled to the position of management.
That’s why I created my list of top 10 reasons that employees aren’t doing what you need them to be doing. Delegation can be tricky. Understanding these points can enhance your leadership development and propel your organization into a more powerful position that not even you anticipated.
Listen to my 30 minute audio of today’s topic and read further on in this article to gain valuable insights shared between the 2 platforms:
http://www.buzzsprout.com/55434/378683-15-top-10-reasons-why-employees-aren-t-doing-what-you-need-them-to-do
10. The Why of It: Understanding why they are doing what they are doing is important in today’s work environment. (Possibly should be moved to number 3)
9. The How of It: Employee’s may be afraid to ask for help as they may feel that it could jeopardize their position in the company.
8. Inappropriate Delegation: When employees don’t understand why they are the ones that should get a particular task done it can cause trouble.
7. Delegated Authority: They believe that doing it their way would be better and as a result are reserved on getting the task done.
6. Misaligned Priorities: An employee that believes that their plan is better than the one being put forth by leadership.
5. Misunderstood Responsibilities: When those who are working for you understand the task one way while you’re conceptual ideals for the project were vastly different.
4. Negative Affirmations: Receiving additional responsibilities because of exceptional performance leads to feelings of being punished for having been efficient within the scope of the position.
Example: Your entire group is given a similar assignment to complete. The person done first ends up becoming a distraction to peers. As a result the efficient individual is given additional work which becomes a negative affirmation for having done a good job.
3. Rewarding Poor Performance: Modifying requirements to satisfy popularity within the workforce. Just because someone is good at what they do, it does not mean that they should lead by their own rules or ways.
2. Personal Limits Exceeded: Even if an employee is efficient there are certain things that may be beyond their ability. Understanding this within the process of an event will help to target their talents and resources accordingly.
1. Task Impossibility: No one wants to think that a particular assigned responsibility is undoable, but there are times when this can very much be the case.
The points addressed above are not in concrete by any means and depend on numerous factors including generational biases. Before closing there are two other extremely important things to consider within this topic even though they are not yet on my list.
- Texting
- Social Media
It is great to live in a culture that is so widely open to communication. However, sometimes it can be a disadvantage. When employees clearly understand the boundaries of how and when technology can and should be used they are free to make self-governing decisions that affect their entire work environment.
Also, while I do hope that the above has opened your eyes to understanding why things aren’t getting done, it is important to note that this list should not be considered an extensive one covering all points possible. Rather, it is a good place to grow and expand the understanding of your workplace employees within.