How great leaders tackle productivity problems and help employees succeed



When you think positive, good things happen.

Some things in life are pretty straightforward. Take cooking for example. You simply need to procure the required ingredients and search for a recipe. Sure, cooking might take a little effort at first, but you’ll get a hold of the things soon.




Managing a team or leading others isn’t so simple. You will have many questions inside your head, and you might want to put your leadership skills to use. Also, there will be tricky times when you have to work with a disgruntled low-performing member or resolve a workplace conflict.

Great leaders understand the importance of coaching and counseling employees who are lagging behind or are going through a rough patch. Having a one-on-one session provides positive feedback and helps establish a trust between workers.

It’s worth realizing that there is always a reason behind a sudden dip in productivity. Maybe your workers are growing tired of their job or are facing personal problems at home.

Here’s how great leaders tackle productivity problems to help employees succeed:

Give more authority

You’ve probably hired your team for a good reason. This means that they are already capable enough to do their jobs, so what could possibly be stopping them from doing their best?

Consider giving people more authority when assigning tasks.

If you have seasoned professionals on your team, eliminate approval steps that one needs to follow when performing day-to-day tasks. Rotating jobs is another good option since it will allow employees to become more cross-functional.

Most importantly, start acknowledging the efforts your employees put in and give them credit when it’s due. Even a few encouraging words might just push employees to become more productive. Remember, to be a great leader, you need to have a positive attitude and help others grow.

Coach employees

Coaching and counseling employees are the first steps towards acknowledging a problem. Schedule a one-on-one coaching session with employees that need an extra boost. Offering feedback will encourage employees to correct issues before they sprout into significant distractions that can affect their performance.

Understand that your primary goal is not to make employees feel bad or tarnish their confidence. Follow a positive approach while acknowledging past contributions. Once the meeting is over, evaluate their performance to see how well they are doing. If they have not made any significant improvements in the next few months, you may have to schedule another meeting. The HR staff will be significantly involved in both the discussions.

Overview technology policies

Do you restrict employees from using social media and other tools during work hours? Perhaps it’s time you reconsider and take measures to update current technology policies. Depending on your work environment, most people believe that office spaces don’t offer enough collaboration opportunities. Fortunately, using social tools could change all that and foster a better environment for teamwork.

Allow employees to take personal Facebook breaks too. This’ll give them some time to recharge and come up with new ideas for the workplace.

Focus on relationship building

Great leaders focus on fostering and creating healthy relationships with their employees. In fact, this is a mark of how dedicated a leader is to their company and organization. However, this is a time-consuming process that requires plenty of time and effort. If your employees aren’t performing well, perhaps you need to focus more on establishing healthy relationships beyond job responsibilities.

It’s not surprising that team members who feel a personal connection with their managers are likely to go the extra mile when it comes to full filling their responsibilities.

Provide clear feedback

Before grilling an employee for not performing well, ensure you’re able to provide clear and thorough feedback. If their quality of work is below par, communicate what has changed by giving clear examples.

Additionally, be ready to offer suggestions on how they can improve their performance or else, there would virtually be no point in having the meeting after all. If you’re lucky and your employee merely is going through a rough patch, providing a small nudge towards the right direction should be enough for the meantime.

Find out what motivates employees

It’s difficult to direct somebody without knowing what makes them tick. Understand your employee’s long-term aspirations to identify where they would like to see themselves in the next few years. Offer appropriate rewards that might fuel productivity. The key here is to ‘understand your team members’ – not to make promises you can’t keep.

Some employees no longer perform well because they feel undervalued and begin to resent their employers over bad decisions. Keep all these factors in mind while trying to figure how to keep people on board. Keep to the HR professionals if you want to learn more about the people involved. Getting to know your staff members will help you in the long run.

Promote collaboration and create performance goals together

It’s common for employers not to consider individual goals when creating company target goals. Speak to employees about how they’d like to improve and what rewards they would appreciate in return. Showing interest in their work and recognizing their accomplishments can significantly boost productivity and improve company morale.

Follow these steps if you want to tackle productivity problems like a pro. As a leader, it’s essential you follow a head-on approach and identify issues as they come up.






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