Many managers and executives sabotage employee performance systematically and regularly.
Why would they consciously or unconsciously sabotage organization success with this destructive management style? Change can be either a curse or a blessing. Most people fear, dislike and resist any change that they perceive threatens their security, future success or well being.
Regardless of the best corporate intentions or agendas surrounding any change in policy, procedure, re-organization or expansion, employees from the boardroom to the lunchroom tend to think the worst when change appears on the scene. Regardless of its purpose, need or anticipated outcome change is often a saboteur of individual performance and organization productivity and profits.
In order to maintain and or increase market share, competitive posture, or long term financial stability, while keeping customer satisfaction high and turnover to a minimum, it is essential that the perceptions, attitudes, values and expectations of your human resources be taken seriously into account. In my thirty plus years of experience as a trainer, speaker and consultant to a wide variety and size organizations worldwide I have discovered there are twelve key issues that sabotage employee performance and productivity.
They are,
1.Arrogance
2. Ignorance
3. Poor or no coaching
4. Poor hiring practices
5. Isolation
6. Clouded perceptions
7. Ego, Management style
8. Inconsistent communication patterns
9. Inadequate human resource development and training
10. Negative motivational climate
11. Poorly communicated corporate direction and goals
12. Not in touch with reality
13. Inconsistent feedback mechanisms
14. Corporate Culture.
Let’s look at a few of these briefly.
Arrogance. This is the general attitude that the organization is invincible regardless of its abuses of customers, employees, the environment, vendors or competitors.
Ignorance. This is often related to arrogance, but it goes even deeper. It is being out of touch with the realities that exist within the organization as well as those outside the organization. It includes but is not limited to: a lack of effective understanding and/or use of technology, a lack of awareness of customer attitudes or perceptions, a lack of interest in employee position needs, desires, concerns or problems, a lack of understanding of marketing or consumer shifts or trends, a lack of awareness of competitor activities, objectives or agendas, and a lack of empathy for supplier issues, problems, needs, or desires.
Isolation. This is the approach of keeping employees, customers and suppliers at a safe distance so that your perceptions, opinions, philosophy and /or opinions are not challenged.
Clouded Perceptions. This is being unwilling to see past the visible and the evident to the underlying causes, symptoms or contributors.
Ego. This is the desire to be right, control, manipulate, hold on to rather than delegate power, authority and responsibility beyond your office door or trusted inner circle. It is having an open door policy, but a closed mind when people walk through it.
Management Style. This is the style in which management staff interact on a routine basis with other managers, support staff, customers and suppliers.
Communication patterns. This is the manner in which information flows throughout the organization. From top down, bottom up, department to department, inside the organization to outside and how outside-in information is distributed.
Human resource development. Simply stated, this is the overall philosophy about how much of your corporate resources should be invested in the skill development and attitude management of your people.
Lack of clear communicated direction. One of the greatest obstacles to effective employee performance is when your employees haven’t a clue as to who you are trying to become, where you are going and why.
Poor feedback mechanisms. One of the biggest weaknesses of managers today is the ability to give both positive and negative feedback. Negative feedback should not be designed to punish, but modify behavior. Positive feedback is to insure that people know and understand the expectations and standards under which they are to function.
Culture. Corporate culture is the personality of an organization. It is the written and unwritten rules and expectations of behavior, interaction, and performance. It is the rites and rituals that govern peoples attitudes and activities. It is the corporate paradigm that permeates every strategy, action, and decision.
Let’s go into a little more detail on the above items.
Arrogance.
To succeed in today’s competitive ever-changing global environment will require:
a) a willingness to admit defeat and wrong decisions.
b) humility
c) flexibility
d) compromise
e) a willingness to let go of people, products, policies or procedures, regardless who
supported them, created them, hired them that are no longer in the best interests
of the organization as a whole. There will be a greater emphasis on what is best for
the health and welfare of the organization rather than who said it, decided it,
or supported it.
f) adapting to change regardless of how uncomfortable or challenging the new environment
may seem.
Ignorance.
The use of information is power. However, if you lack current information on market trends, competitor strategies and activities, customer attitudes and employee perceptions you will be operating in a vacuum. I recommend the following to ensure you are making the best possible decisions on strategy, finance, marketing, manufacturing and distribution:
a) use your field sales people as an information gathering resource.
b) conduct regular employee surveys to discover department, product/service, employee
and procedure strengths, weaknesses, and needs. These surveys should be conducted
confidentially and evaluated by an outside resource.
c) conduct regular customer audits to evaluate perceptions, needs, trends, attitudes,
problems and produce usage profiles.
d) meet regularly with suppliers to determine where the relationship could be improved
e) network with other business leaders both in and out of your industry.
f) become a voracious reader of business and industry publications that directly or
indirectly impact on your present or future.
g) bypass your direct reports and regularly meet with support personnel to discover
prejudices, judgments, problems and opportunities that are being missed.
h) use your outside resources as information centers to fill in the gaps where your
prejudices or the prejudices of your employees may be jaded.
Isolation.
You can’t run your organization successfully from behind your desk or locked in the boardroom. The job of management is to manage not hide. If I have heard it once I have heard it hundreds of times. “We have too many meetings at the upper level of this organization that are generally a waste of time.” I concede that meetings are necessary but evaluation, implementation, execution and directed purposeful action takes place on the street, on the shop floor, in the distribution center not in the meeting room. I recommend the following:
a) start your day with a “walk-about”. get to know your people. Be visible and
interested.
b) end your day with another “walk-about” for the same reason.
c) be accessible for people when they need information, decisions, feedback, counsel, to
vent, share, learn, grow, help with your insight, experience, knowledge and sense of
history.
d) have an open door as well as an open mind when people get there.
e) learn to listen between the lines.
f) ask lots of questions.
g) never be too busy to coach an employee who asks for help, advice or guidance.
Clouded perceptions.
Perceptions become reality. What is believed to be true regardless of whether it is true or not is acted upon as if it was true. When you make a decision, any decision, or form a judgment with less than a clear vision of what is really true, you are bound to make mistakes. Some mistakes at the top cost organizations very little, while others have put organizations out to pasture. There is only one way to ensure that your perceptions are in line with reality.
a) create an organizational environment where it is safe to share openly problems, issues
and concerns without the fear of retribution.
b) don’t edit the information you receive regardless of the source.
c) remember disagreement doesn’t mean disloyalty.
d) encourage disagreement.
e) don’t criticize, punish or discipline employees for bringing reality to you.
f) some of your best employees will be the most outspoken. They may be difficult to
manage but they are worth their weight in gold, if you want to survive.
g. pay attention to your “gut” feelings, they will be right more than they are wrong,
regardless of what you hear or are told.
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