Sunday, January 22, 2012

Five Management Practices That Kill Employee Productivity

Visit http://bit.ly/yD8k14 (you'll have to cut/paste the URL, sorry) for some great tips and information on how *not* to gaslight your employees as a supervisor.

By Marissa Brassfield, this article is concise and basic enough for even the most idiotic of supervisors to comprehend. It's about team-building, not destroying, and how to do it effectively. This would include, but is not limited to, spending half your work day stalking your former employees on their personal web sites. Though unemployed at present, I highly recommend these practices and wish they were adhered to even in the smallest of companies. It's not just about big corporations. While you're all at it, perhaps a poster in the common eating area about the Heimlich Maneuver just in case someone eating an apple, let's say, chokes on company time and nobody knows what to do, you know, so the EEOC doesn't come in and fine anyone unnecessarily.

Brassfield writes:

"Effective leaders set their teams up for success. This requires that they avoid any management practices that could potentially kill employee productivity. Inept leadership styles come in all flavors, from the disorganized or forgetful boss to the extreme micromanager. Here are five practices that are guaranteed to sink your workers’ efficiency — and the alternatives to supercharge it."

*I found this particular tactic very important, as I had experience with it....**

**1. Fearmongering

Fear is a powerful motivator, but managers who regularly threaten job security and employees’ livelihood run the risk of paralyzing their team. Employees who are afraid to lose their job may bow under pressure, waste company time looking for jobs “just in case” or gossip with coworkers — all activities that kill morale and decrease productivity.

Instead, cultivate a culture centered on trust, respect and engagement. Such a work environment encourages growth, learning from one’s mistakes and effective communication. Engaged workers who aren’t afraid of being fired can relax and focus on doing their best work. Similarly, disengaged workers can destroy team morale from within.




4 comments:

Anonymous said...

Dear Miss Thang I,

I can't tell you how much I am enjoying all this! Makes my day! Keep posting away!

~~Miss Thang II

Annie Miklasz, Offbeat Drumming Lunatic said...

Miss Thang II, you are TOO kind.

I couldn't resist an informative article on the benefits of good management practices, that you could also utilize in your role as a healthcare professional.

It is an awful feeling when you're trying to do a good job and bust your ass all day working at an extremely high-pressure occupation where your personal health and well-being is compromised and you press forward without haste, only to be fear-mongered, specifically, into wondering if you'll even *have* a job the next day you clock in.

Anonymous said...

It's the team building that needs the most work at my office. It feels like everybody is only out for themselves and it's only the strong will survive. Our supervisor thinks she is above all of us and can break the rules just because she's been there forever and she's the manager. When we all work as a team, my job is great. When it's dog/eat/dog, it's hell.

Annie Miklasz, Offbeat Drumming Lunatic said...

Our team at my previous job worked best when we all shared tasks and responsibilities, and drew on each of our strengths and not our weaknesses. It wasn't until the manager implemented a master schedule of who should do what-when, pitting the weakest attributes of each employee at the very wrong time of the day, that I could see things falling apart pretty quickly. I, myself, was plunked into the fire of the most stressful positions in our office during the most inopportune times of the day, for what reason, I still don't know. But I trudged through, and suffered high anxiety as a result. That's not part of good team-building.