Welcome Guest [Log In] [Register]
Welcome to the Coffeyville Star, the online social platform for Montgomery County, KS residents and friends. We are a failed, prehistoric, underground, independent clandestine, news media of the future in a grayish, make-believe world that exists solely to hide the seedy undertakings of an insane, self-proclaimed preeminent, supreme, intergalactic, super-villain.

You're currently viewing our forum as a guest. This means you are limited to certain areas of the board and there are some features you can't use. Don't bother with Registration because it's probably complicated, slow, and very expensive.

Be fair warned and just go away!

Join our community!

If you're already a member please log in to your account to access all of our features:



Username:   Password:
Add Reply
4 Ways To Get Slow Workers Moving Faster
Topic Started: Jul 9 2016, 01:38 PM (10 Views)
Entity
Member Avatar
Publisher

Unless you're the boss, you may have little control over how others work at your place of business. You can't threaten coworkers with firing or dock their pay. After pleading with your fellow staff members and getting no positive response, you could let it go and slow your own pace. Or, you could take polite steps that might lead to a pace more to your liking.
Step 1

Put your requests into "I" statements when asking coworkers to change the way they behave. For example, you could mention how you feel like you're going too slow or say something like, "I'm worried about the pace we're working at because we could fall behind."
-Read More
Offline Profile Quote Post Goto Top
 
Entity
Member Avatar
Publisher


INFOGRAPHIC – 10 Ways You’re Making Your Employees Less Productive


If you’re like most managers, you think a lot about whether your employees are being as productive as you need. But have you ever looked at the other side of that equation and wondered if you’re standing in the way of their productivity yourself?

Here are 10 ways you might be derailing your employees’ productivity.

1. Being a bottleneck that prevents your staff from moving work forward. Do you insist on approving every minor detail or a project when you have experienced, competent employees who could easily handle those details themselves? Or maybe you really do need to approve work, but it sits in your in-box for weeks because you’re swamped with other things (or, dare we say it, less organized than you should be). Whatever the reason, if you’re acting as a bottleneck and keeping your staff from being able to drive work forward, it’s a sign that something needs to change – either you need to 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. Too often, managers use their staffers as “helpers” to the manager, rather than giving them real ownership and 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. It’s the difference between asking your assistant to make sure there are enough pads and pens in the conference room for an upcoming meeting versus telling her that she is in charge of all logistics for the meeting. If you tell her the latter, she might notice that while there are enough pads and pens, there’s trash all over the room and the speaker phone isn’t working – and fix those things proactively. (Bonus: Most employees will be happier with broader responsibilities than just executing individual tasks.)

3. Not conveying clear expectations. If you don’t communicate clear, concrete goals for staff members’ work, and ensure you have a shared understanding of what success in each role would look like, you’re falling down on one of your most important jobs. A good test: If you and your staff member were both asked what’s most important for them to achieve this year, would your answers match? If not, chances are low that you’re going to get the level of performance you’re hoping for.

4. Not giving useful feedback. If you want employees to perform at the highest level they can, you need to give them clear and direct feedback about what they’re doing well and what they could do better. You will get better work from people by helping them develop their strengths and tackle problem areas. (And remember that feedback isn’t just for criticisms – as the old saying goes, “Praise what you want to see more of.”) -read more
Offline Profile Quote Post Goto Top
 
1 user reading this topic (1 Guest and 0 Anonymous)
« Previous Topic · Social · Next Topic »
Add Reply

Group icons by ButtonGenerator.com
Copyright © 2011 Graveside Enterprise