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Bad Business Practices Harm Employee Performance And Morale

The economy is well on its way toward global recovery. Despite worries on inflation souring bullish sentiments and specific sell-off points skewing forecasts, the general outlook for the future of the business world has been dominantly positive over the past couple of months. As a result, many companies and firms are taking this opportunity to scale their operations and expand their business processes, positioning themselves to benefit from the next upward momentum and cashing in further growth.

However, a universal deterrent to growth and improved performance shared by several small businesses and medium-sized enterprises is failure to acknowledge bad business practices that harm employee performance and overall morale. Yes, the changes may appear negligible at face value. Still, these discrepancies will accumulate over time and wreak havoc when you least expect them, meaning that solving these problems should take priority ASAP.

#1 Avoid Micromanaging Your Teams And Employees

Firstly, a common business practice that comes off as efficient and helpful is the practice of micromanaging teams and employees, overseeing every little detail and decision made by a specific department or project assignment. But, despite the benefits of having complete control over how a task proceeds, too much micromanagement leads to work issues that create less-effective teams and employees in the long term.

  • Leads To Overdependence On Managers: The most glaring issue associated with micromanagement is that it leads to overreliance on managers. The absence of a senior officer or authority role will cause a workflow to collapse. As a result, when the firm faces a particular season or three-month period that requires all hands on deck and working all hours, you will feel the burden of being short-staffed despite the numbers saying otherwise.
  • Inherent Advantages Of Autonomy And Flexibility: In addition to overdependence, there are inherent advantages when providing employees with autonomy and flexibility, such as learning relevant competencies in their field and the ability to work without supervision and in high-stress environments. And, while the stock market may have bounced back after President Biden’s reassurance, it doesn’t hurt to have teams capable of handling their work if economic uncertainties introduce external threats.

#2 A Company Culture That Neglects Esprit De Corps

Secondly, although company culture may seem like it plays a small role in the grand scheme of things, an overarching business culture that neglects the meaning behind esprit de corps for business sustainability can expect employee performance to plateau. You see, your employees aren’t mindless robots and efficient machines that run on electricity and the internet alone; they are people working with motivations, passions, and confidence, many of which are strengthened through engagement and social interaction.

  • Work Relationships Influence Collaboration: Professionalism demands meeting work responsibilities and following through on job expectations, but consistently completing tasks with indifference toward collaboration holds back stark advantages provided by strong work relationships. You want your teams and departments to fill in each other’s roles and work together, but you can’t expect these to occur within a company culture that doesn’t reinforce engagement.
  • Exhausts Work-Life Balance And Harmony: Apart from the necessity of work relationships to foster collaboration, an incomplete company culture lacking esprit de corps and solidarity for its employees exhausts work-life balance. As a result, there comes the point wherein diminishing returns begin to creep into employee performance, and soon enough, your target goals will fall short due to waning employee morale.

#3 Ignoring The Benefits Of Skills Training And Workshops

Lastly, even though investing in business resilience plans and industry-standard emerging technologies make for excellent use-cases of equity and cash flow, a company should equally allocate a proportionate amount of resources for employee training and workshops. We can’t afford to hedge our advantages on the chance that all employees will learn on the job. Given the changing business landscape, it’s becoming increasingly clear that new skills and competencies are required to meet market changes.

  • It’s Not About The Numbers, But The People: It’s normal to analyze and fixate on earnings potential and speculate on future gains by looking at the numbers, but let’s not forget that the lifeblood of a business is built by people and not metrics. So even if machines and A.I.-centered program features can accomplish specific business functions, you must also understand the human aspect of business management.

Enhance Your Company’s Performance Today

Overall, the salient points mentioned above barely scratch the surface of business practices we should avoid. Going by comprehensiveness, we also recommend meeting with a transformational business coach to discuss business aspects more thoroughly. But, the point still stands that we must spark change in our business practices, and even small steps count as a push to create a better future for your company and its employees.