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Different things can affect employee performance in the workplace. Employee performance is an overall determinant of a company’s results and profit. If there are barriers that may lower employees’ morale, then the company’s performance can be lower as well.
These barriers and obstacles prevent workers from accomplishing their fixed duties. The don’t get to reach their full potential. If certain factors affect a large number of employees, then the results will be harmful. It would also lower workers’ personal esteem of the . It wouldn’t be long before your best workers strike out for greener pastures.
Some of these barriers to employee performance include:
1. CHANGING MANAGER’S PRIORITIES
At times the priorities of a business may change. That’s par for the course. But, these changes may affect the employees positively or negatively. If the managers change their policies or continuously revisit employee targets, it will have a significant impact on the employees. And not for the better.
It leads to burnout because employees will have to work longer hours to meet shortened deadlines or target increases. The overtime is great for bank accounts, but not for attitudes. The change in priorities should be procedural and analyzed. Not ramdom. The priorities should ensure that you achieve the best from the employees. Changing priorities haphazardly will just diminish employee performance.
2. UNFAIR TREATMENT
Unfair treatment of workers by their supaervisor causes their performance to deteriorate. Their productivity would also set the company a few steps back. workers sense If an employer discriminates in terms of allocating duties. Also, harassment in the workplace will prove to be a challenge to the employees.
If an employer makes negative remarks about an employee or a group of employees in front of others, this will demoralize them. In other setups, if employees are harassed and have no one they can report o, it leads to depression and will affect the employee’s performance.
3. FAULTY COMMUNICATION
Communication is vital for any formal and non-formal setup. It allows information to flow with ease. And gets to job done efficiently. Employees won’t have challenges in finding solutions to any emerging issues. However, poor communication between employees and the supervisor lowers employee performance. It would make it hard to finish projects on time if employees can’t communicate effectively among themselves.
The lack of communication may also lead to speculations and gossip. It would take a lot of productive time where employees will be busy on irrelevant issues. Or ‘water cooler’ discussions. Eventually, their performance and the company’s performance will deteriorate.
Multi-tasking may be beneficial but also very risky in a working environment. Multitasking is performing two or more duties at once. If an employee is forced to multitask, this generally harmfully affects their performance. An example is where an employer’s secretary is given a duty to analyze reports and still receive calls and emails for the boss. The chances are high that the secretary will miss details in the reports.
The worker can end up forgetting vital information. It will also distract them when executing specific duties. This will lower their productivity and also build up pressure on the employee. It will also lead to stress and consequently absenteeism.
If your organization faces these challenges, your employee performance will sink. The barriers can be avoided by setting the organization’s performance requirements. The duties and responsibilities of every employee should be predetermined. And then managers must hold them accountable. That ensures that responsibilities are carried out in a timely and quality fashion.
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Boost employee productivity with SMART goals.
To boost individual job performance or to achieve ongoing project milestones, create targets which are SMART (specific, measurable, achievable, realistic, timely). SMART goals are vital to boost employee productivity and achieve quality, timely and successful outcomes.
SMART goals are intended to structure and guide an assignment or an entire project. You can pinpoint just what you want to achieve with this technique. This method is really helpful in guiding workers when they set personal targets that support the overall business mission.
Here’s an overview of the 5 elements of the SMART tool. They will help improve your chances of accomplishing a goal and boost employee productivity.
When setting a goal, be specific about what you want to accomplish. This is the summary statement for your goal. It is not an in-depth index of how you’re going to meet a goal, but it should answer these questions:
Define metrics you will use to determine progress and eventual success
Concentrate on the goal and why you want to reach it. Realize its importance to you or your business. Recognize the resources needed to achieve the goal and how to get them.
Focus on assignments or outcomes aligned with broader business objectives.
Providing time constraints should create a sense of urgency. Set dates when goals must get done. Be realistic, with a little stretch.
A target date or timeframe for deliverables is necessary. Lacking a deadline goal leads to uncertainty and hesitation. And it causes workers to put off completing important tasks.
Flexicrew can help provide the clarity and focus required to boost employee productivity and get the most out of your workforce efforts.