What Is a Hybrid Workplace?
Hybrid work combines both remote employees working online and employees working from the office. In this type of workplace, the employees have the freedom to divide their work between office location and home and choose where and when they want to work. It’s still different than fully remote work where employees work fully remotely and there are no office locations or a need to show up to them. A hybrid workplace may mean employees working mostly remotely and attending the office a few times a week/month or working mostly from the office with some teams working remotely.
The hybrid workplace was created to help people achieve a flexible work-life balance. It cares about the needs of the individuals and focuses on how to make employees productive and collaborative in the space they work. This model sets out to reduce employee stress, reduce commuting, improve employee well-being and make the workforce more productive.
There are 4 common types of hybrid work models. The first one - flexible hybrid work model - means that employees themselves fully choose whether they want to work from the office or online. It all depends on the priorities, needs, and wishes of the employee. The second model - fixed hybrid work model - is when the company sets the specific time and days when employees work remotely or from the office. An example would be working in the office on Tuesdays and Thursdays. The third - office-first hybrid work model - means the priority is on-site work with the possibility to choose a few days to work online. The last - remote-first hybrid work model - means that employees work remotely and occasionally visit the office for training or team building.
Top Advantages of Hybrid Work
The possibility to work hybrid improves employee work-life balance. Working from the office may bring distractions and waste time through commuting. However, working fully remotely may isolate the employee and take away the feeling of belonging to a company. Many believe that hybrid work is essential for a work-life balance. It helps people to prioritize their personal goals and not overwork.
A hybrid workplace may increase the productivity of the employee. The employee may have a better focus when there are flexible hours and he or she can choose the environment they want to work in. With flexibility, employees can choose the best way they want to work without overburning, choose how to execute work tasks, and take ownership of time and workload.
With the adoption of digital communication tools in a hybrid workplace, the company restructures the way teams communicate. Employees can talk with their managers, colleagues and work with teams from wherever they want to. Collaboration software provides a lot of space for adaptability and gives the chance to both text and executive video meetings. The company can choose the tool which fits the best, from smoothly chatting in teams to efficiently keeping track of tasks during online meetings.
NordBaltic Solutions For Your Hybrid or Remote Team
If you need assistance in building a hybrid or remote team, choose NordBaltic Solutions. The company works as your private consultancy partner and offers many services such as whole setup, team connection, smooth daily operations, and onboarding. Save time and use the potential remote and hybrid work has to offer.
Read more about the services NordBaltic Solutions provides: NordBaltic Services
You can also book an online demo with the CEO: Call with Diana
What is Employee Satisfaction?
Employee satisfaction is a term used in the Human Resources industry. It describes how satisfied employees are with their jobs, the organizations they work for, and their employee experience. Employee satisfaction is directly related to the success and health of a company. If employees are satisfied where they work that means they are happy. Companies have to not only give material benefits but also provide space for leadership, engagement, and recognize the employees. If this is not done, the workforce will be unproductively working without actually caring about the job. For employees to remain satisfied, companies have to put into work and find ways to increase satisfaction. There are a number of steps that can be done to make employees happier and more productive.
Recognize Employees’ Achievements At Work
It is important for employees to feel recognized at work. Those who receive praise feel a lot more satisfaction at work than those who don’t. Big or small achievements can inspire employees to continue working and make them happier. The managers should hold one-on-one conversations to discuss the successes of the employee or have department or team meetings to summarize specific employees’ achievements. Recognition also remains one of the main factors that keep the employee at the current employer. That’s why the company should create a habit of noticing and praising the work of every employee in the company.
Create Health Initiatives For Employees
Everyone knows that mental and physical health is crucial for happiness and productivity. Healthy employees are also more satisfied with their work. The company’s management should come up with ways to promote these values in the workplace. They could provide gym memberships or discounts to employees, give access to psychologist services, and offer healthy food delivery services or meal alternatives in the office. Employees do not thrive by getting Netflix subscriptions or free software for personal use. Companies have to prioritize employees’ health and give them something that maximizes it. This way they will feel healthier, happier, and satisfied.
Provide Learning Opportunities
Employees very often may want to dive deeper into their area of work and grow. If the company doesn’t provide space for that, the employee eventually leaves. That’s why the managers should have one-on-one talks, listen to any concerns, and together with the benefits package give a budget for courses or mentorship programs. The company may also give situational opportunities for inside growth such as going to conferences or preparing additional tasks.
Offer Flexible Work Opportunities
Remote work has changed the perception of many employees. It is now a necessity for a company to give the opportunity for their employees to choose where they want to work and with what schedule. People often get burned out from a lot of work and with the distinction of personal and work life gone, they become unhappy. Companies can improve employee satisfaction by implementing remote or at least hybrid work and working with a perspective of reaching targets of the week, not hours.
Choose NordBaltic Solutions
If you need help in building a remote team and optimizing all virtual operations, choose NordBaltic Solutions. The company works as your private consultancy partner and offers the whole setup, team connection, smooth daily operations, and team onboarding. Save time and maximize the potential remote work has to offer without much effort.
Read more about the services NordBaltic Solutions provides: NordBaltic Services
You can book an online demo with the CEO here: Call with Diana
Despite 60% of remote workers preferring hybrid work arrangements to fully returning to the offices, the isolation that comes with the work-at-home model might eventually result in decreased motivation. As 40% of employees state they would consider switching jobs within the next three to six months, companies are changing their approach toward motivating them to stay.
However, when it comes to remote workers, the motivational means have gradually changed over time. For instance, financial benefits are no longer the driving force to stay in their jobs as people seek incentives that would fulfill their psychological needs, like mental health support.
Personal care and alternative benefit packages listed as great motivators
Business experts share several means to motivate remote workers, such as digital collaboration tools, eliminating micromanaging to build trust, appreciating accomplishments, daily team calls, and others.
“What remote leaders have to understand is that the employees’ motivation relies heavily on their actions and attitude towards them. People who had decreased motivation before going fully remote are likely to be even less motivated right now, so this means that leaders have to nurture personal connections with each employee,” Ms. Diana Blažaitienė, remote work expert and founder of Soprana Personnel International, a recruitment and personnel rent solutions agency, said. “The problem does not start when it is evident for everybody to see, it starts way before that.”
She points out that the best strategy to propel motivation within a team is to ask employees what it is that makes them work in the company. “Financial gain is a poor motivator because it incentivizes for a short period before becoming the norm. For example, IT companies that used to hand out brand new phones to motivate employees are now finding that this strategy is not long-term and people value one-on-one time with leaders, the management style that aligns with their morals and principles, and honest care about their well-being so much more than expensive things. The trick is to make the remote team feel special and, most importantly, fully supported from the get-go,” the expert added.
Ms. Blažaitienė names company-wide initiatives like inspiration days—paid days to do what inspires and recharges the employee the most, paid time for mental health strengthening, personalized gifts for Christmas or other celebrations together with empathetic management style and constant emotional support as other highly motivating tools.
Repercussions of employee non-motivation
While it is up to remote leaders to find out what motivates each team member and put this knowledge to practical use, the consequences of discouraged employees might be dire.
“When a person loses their motivation to put in the effort and does not feel like they have formed valuable personal connections with colleagues or managers, they have no qualms about pursuing other jobs, quiet quitting, or even worse, ghosting the current employer,” Ms. Blažaitienė commented. “The fight for qualified workers is still in full force throughout many industries, so companies cannot really afford losing talent.”
Interview assignments have hit hot water recently, with candidates frustrated about the time wasted on them and the non-compensation. As far as interview processes go, it is still considered a custom practice. However, HR specialists suggest candidates ask for fair reimbursement for them or otherwise assess skills through curated portfolios or personality tests.
October 4, 2022. The practice of giving extensive test tasks that are part of a candidate screening process has been criticized as redundant and even unethical, wasting candidates’ time and preventing them from purchasing job opportunities elsewhere. While it might seem like an adequate way of testing the candidate’s skill set and fit, the unpaid interview assignment might actually sway the candidates the other way.
Test tasks—chance to get unpaid labor
“The economic recession has prompted many freelancing talents to seek more permanent positions in the labor market. Although the fight for talents is still raging across all sectors, companies might use this opportunity to their advantage to get free labor,” Diana Blažaitienė, remote work expert and founder of Soprana Personnel International, a recruitment and personnel rent solutions agency, said.
According to Ms. Blažaitienė, candidates should not let recruiters get away with it and ask a fair compensation for the time spent doing it.
“If a candidate spends a lot of their personal time completing the task, they should be properly rewarded for their work because they might not even get the job they’re applying for and, ultimately, lose both their time and miss out on other job opportunities,” she commented.
At the same time, the test task could still be regarded as applicants’ intellectual property since they haven’t made any arrangements with the recruiter. “The company cannot use the assignment for its profit if it does not pay what’s due to the candidate as per intellectual property regulations.”
Ms. Blažaitienė advises candidates to create a portfolio as a testament to their professional skills and work experience, and suggest it as an alternative to a test task. Otherwise, if the test task is still required, they have the right to demand compensation—provided the company actually uses the assignment in its operations—and can use emails as written proof of a task completed and submitted.
“Another reason why test tasks are redundant is that the probationary period is designed specifically for testing the new hire’s skills and potential for professional development and adaptation. And it is a much better tool to do that than the interview assignment because it allows monitoring how the person operates and deals with the workload in real time,” Ms. Blažaitienė said.
Personality tests—to check team compatibility
Test tasks might have another disadvantage—recruiters risk losing the candidate because they might get a better offer while they’re waiting for the company to assesses the assignment. Remote work expert recommends recruiters consider giving personality tests to check team dynamics instead.
“For certain positions, for instance, like the customer service sector, the recruiters are better off assigning personality, ethics, logical skills tests to see how the candidate fits in with the team and the line of work,” she added. “These tests are not considered intellectual property, do not take a lot of time to complete, and give a way better insight into the candidate’s suitability.”
Talent shortage is still a sore issue in many companies—there are over 10M open positions compared to only 6M new hires. Companies are therefore fighting for the best talents—even the ones who are already employed.
AI-based recruitment has been one of the recent tricks to select prospective candidates for a position, and its benefits have been recognized as numerous.
“Using this digital headhunting technique HR specialists can make strategic decisions regarding candidate hiring and selection, microlearning about certain recruitment aspects, employee experience, payroll and benefits, and workforce scheduling,” Diana Blažaitienė, remote work expert and founder of Soprana Personnel International, which is a recruitment and personnel rent solutions agency, said.
How AI-based recruitment works
According to the remote work expert, companies can use AI to compile questionnaires that are custom-tailored to the needs of the business and help to sort out the candidates more efficiently. The AI system determines whether the candidate fits the company’s profile and sends the details to the employer, who can schedule an interview.
Soprana Personnel International has tested a digital hiring tool created by Jobilla, a Finnish digital recruitment agency that employs AI. An application for a customer support position was created with AI to see how it performs against traditional headhunting platforms, like LinkedIn or job boards. While one of the job boards drew as many as 353 views, only six candidates applied. However, the AI tool allowed for 15K candidates to view the job listing and for 64 to apply within the first days, resulting in 3 hires. While regular hiring takes up to 40 minutes to assess whether the candidate is fit for the position, the AI recruitment program did this in seconds.
AI facilitates enticing talents who have jobs
Employers look for candidates who meet their criteria and bring in a quality set of skills. Yet here lies one of the main issues in talent acquisition—ideal candidates usually already have a job, which encumbers the headhunting process. Nevertheless, AI-generated questionnaires allow potential candidates to fill them out on their mobile phones without wasting time updating and attaching CVs. The process takes minutes as opposed to traditional recruitment practices and might interest talents in a position they have never even considered before.
“The global pandemic has taught people to be more cautious about changing jobs because they are afraid to become unemployed. So talents with jobs are especially hard to snatch away, which is where AI recruitment comes in,” Ms. Blažaitienė added. “It’s much faster and does not require additional preparation. This type of recruitment solution is like a dating app in that it matches employers with the desired talents without the added hassle of paperwork,” Ms. Blažaitienė added.
It is not a secret to anyone that nowadays it's more important than ever for employees to receive recognition for their hard work. Employee well-being is an essential component of any workplace culture because as we know “happy employee - the happy company”. As the world becomes more hectic and there are many external stressors that may potentially impact your worker’s well-being, rewarding them with some small gifts can be a solution. It would also serve as an act of kindness and appreciation, emphasising the emotional and physical well-being of your team. Wellness not only creates a happier, healthier, and more satisfied staff; it also improves retention and productivity. Employee wellness gifts are a fantastic way to show that you care about their health and well-being. However, it might be pretty hard to know what an employee would like and would actually use. That’s why we created a list of 6 wellness gifts that will make your workers happy.
1. Healthy Snack Box
Employees frequently don't have time for a good lunch or even an idea about what to grab for a fast snack during a hectic working day, so make their life simpler while also taking care of their health. On the other hand, if you have workers who are currently working remotely, you can send them a healthy snack box straight to their doors. Such gifts for remote employees are ideal for maintaining a sense of connection from a distance. Employees will feel supported and reassured that you are thinking about them.
2. Recognition points
A great way to make your employees feel better and more appreciated is to give them recognition points for the hard work they have done or performance targets achieved. These points could go to the company’s online human resources system where they could be exchanged for gift cards, different memberships or holiday packages. This would not only motivate the employees to work harder but also show that the management cares about them. Feeling great in the workplace is important and having something to work for is even better.
3. Netflix subscription
Employees should have a way to relax after work so that they are mentally rested before another workday and their mental health is stable. Providing a paid-for Netflix subscription to each employee would give them a chance to come back home, stretch out their legs and enjoy a good movie or TV show. We all have times in our lives when we just want to do nothing and with our family or friends enjoy some movie content. Employees will feel thankful that the company cares about their mental wellness and will not the pressure of paying themselves for the subscription.
4. Gym membership
It may be a great idea to offer your employees a free gym membership. People who exercise on a daily basis see considerable improvements in their mental health. Exercise naturally decreases stress levels, supporting greater mental wellness in the workplace. Employees are better able to face challenges and cope with office struggles, while companies benefit from increased motivation and productivity among their workers.
5. Free Lunch
Food makes everyone happier, especially if you share your healthy meal with your coworkers. Bproviding a lunch budget or a food coupon you offer the company’s employees an opportunity to have a healthy lunch break or even try new cuisine. Besides, having lunch together with your coworkers may boost team morale and provide a chance to bond closer with other employees.
6. Self-care box
Incorporating wellness care packages for workers is an excellent method to promote mental health in the workplace while also increasing employee retention. Aromatherapy candles, journals, nutritious food, eternal oils, and skin care products are common things included in employee care packages to encourage self-care and improve mental wellness.
The COVID pandemic has created a major shift in the workplace which included employees deciding where they want to work, when and how. This produced the term workplace flexibility which is an approach to work that looks at the specific needs of the employees introducing flexible workplace practices. It made people realize that flexible work is very important in work satisfaction and leaders should restructure the way job operations can function. The value of workplace flexibility in two years has dramatically increased and has become the new norm while searching for a new job. Many employees have figured out that working in employer-controlled workspaces does not increase their work efficiency that much. In addition, many have found freedom in work to increase productivity, wellbeing and performance. Each manager should pay attention to the following reasons for flexible work because that is how you will attract more great talent and preserve hard working employees in the company.
When anyone thinks of workplace flexibility, the first thing that comes to mind is flexible work hours. It means that employees can choose how many hours they want to work and in which ones. This is an important factor to remember. According to a Digital Experience Survey, 43% of people said that flexible hours helped achieve greater productivity, more than any other thing. The secret of letting employees choose when they want to work is that they can maximize the hours when they feel the most motivated and energized to produce maximum productivity. Another suggestion would also be for employees to choose how long they work. Putting emphasis on performance and efficient work instead of counting hours will do good for the company and make the whole organization more productive.
Another part of a flexible workspace which is similar to flexible hours is scheduling. For an employee to have flexible work it is important to figure out the needs of the employee regarding when they work and don’t work. Getting out of the 9-5 schedule bubble frees a person because not everyone prefers the same style of work. Productivity increases because the needs of the employee are actually met and the manager allows for such work that helps the person be the most efficient. This could come in a few forms. Some might prefer the offer to have a part-time schedule, others may want to have a 4 day workweek and have three days free every week or even days for paid leave, in other words sabbaticals. Whatever the schedule an employee would want, a manager can always adapt and present the best fit to motivate the employee and create an environment for productivity.
Lastly, flexibility cannot go without the idea of distributed work or remote work. Remote work gained instant popularity in 2020 and still holds as one of the biggest factors for workplace flexibility. Companies choose how they structure their work, some have a few days for online work and mostly in the office while others allow for full remote work. This is a popular topic for employees because many people feel like remote work gives them more autonomy, control of their time and allows them to choose a working environment where they feel productive and focused. Some feel more stressed when working in an office while others thrive surrounded by people and prefer having only a few days a month working online. The secret is giving the employee the chance to choose. There are always operations that can be handled online so it is all a matter of decision.
Every company should have flexibility as the core value of the organization. It helps employees achieve higher productivity by commuting less, having no office distractions and taking advantage of the hours. Giving employees the chance to choose where they want to work and when improves employee engagement. They trust in their team more, feel accountable for the work they do so employee retention is also higher. All in all, even if you are not convinced of giving full flexibility to employees, it will be the future of work. As time goes by, more and more companies introduce flexible work policies which eventually are linked to a better and more productive workspace.
What is cross-boarding and why do you need to know about it?
Most of us are familiar with the term “onboarding” which all employees need to go through in order to successfully start working in a company. Effective onboarding is essential since it may prevent turnover, foster cooperation and enrich organizational culture by demonstrating its values, mission, and achievements. Even though a well-structured and organized onboarding is worth in the long run, it is still quite an expensive activity. Searching for candidates, performing interviews, and filtering candidates are time-consuming and can be costly, not always the chosen candidate may work out. In this case, some companies may consider switching to cross-boarding, which has many benefits such as high retention rate, engagement, and employee satisfaction.
Cross-boarding is the process of transferring an existing employee to a new role within the company. It's the only way to guarantee they're supported, prepared to take on additional duties, engaged, and productive, also in many cases it can save time and money. Cross-boarding, as opposed to onboarding, occurs when you recruit applicants from existing personnel to fill a job opening rather than hiring outside of the company. Furthermore, such practice can be useful when preparing someone who has been promoted to a new post, or when assisting an employee transferring to another department.
How to cross-board correctly?
Step 1: Select the best employees who show potential and are willing to grow and advance.
Step 2: Discuss new professional goals associated with the new position, so the employee has an understanding of what to expect.
Step 3: Create a checklist of all the documents and other items that are essential for a smooth transition of your worker.
Step 4: Organize progress review meetings to track employee performance.
Benefits of cross-boarding
Serves as a motivation to your current employees
Employee appreciation is one of the most practical ways to boost employee motivation. Crossboarding has proven to increase employee motivation and confidence since it demonstrates that the organization is committing the time and resources required for individuals to acquire new skills and “climb the career ladder”. Employees who feel their company would reward outstanding performance are more likely to be satisfied with their jobs and stay in a company.
Whenever an employee applies for a new job, one of his preferences is for a company to provide growth opportunities, that’s why career development should be an integral component of organizational culture. Organizations should talk to their workers about their long-term goals, objectives, and career paths and afterward construct a career development plan that aligns with the employee's vision and the needs of the firm. By presenting a career development program or at least notifying the employees about the potential growth they can achieve, you will reassure them that they can advance and learn more. Career development is a powerful tool for engaging, inspiring, and retaining employees.
Improves the understanding of the company’s culture
A current employee has a greater awareness of the corporate culture since he has been working there and he is definitely acquainted with the firm’s shared values, ideas, and habits, When a firm makes an attempt to cross-train its personnel, it demonstrates that it cares about and supports its employees' success. Consequently, your employees will be happy to support their company and continue working there to benefit their employer and to get new knowledge.
Internal communication is strategically a very important part of the company because it directly leads to better communication with shareholders, more engaged employees, stronger teams and increases the competitiveness of the company. Internal communication is the cornerstone for increased productivity in the workspace, better working environment and more teamwork with less conflict. Many business do not pay enough attention to it and have to deal with hardships when communication is lacking and bad business decisions are made. Internal communication should be as important as increasing sales in a company because the success will depend on both. In this article, we will try to look at some of the ways that internal communication can be improved in the company leading to better results and more efficient work environment overall.
Encourage open dialogue
Communication in a company cannot be only one-way. It has to flow both ways. The managers not only give feedback to the employees, but also teach the employees themselves to give feedback about anything that happens. It is important to have a trustworthy and open culture because then no one will be afraid of sharing information, asking questions and giving comments. Managers as part of their communication should also keep employees up-to-date with any company changes or plans. The people will feel needed when they can be included in the discussion regarding the company’s work.
Review the current internal communication plan
A good start to improving internal communication is taking look at the current situation and understanding what are the roots of any problems. For the start, it is good to look at which communication channels the company uses and how many of them. There are many methods to communicate such as video conferencing platforms and team chats. Each have their own pros and cons so it is important to evaluate the current internal communication tools to find the most effective. It’s also smart to play around different communication methods in the company such as videos, interviews, podcasts.
Host weekly playful meetings
A great way to easen up any tensions in the company and bring people closer is to hold one evening of talks, food and games in the office. It may be considered as a team building event and could seem not serious. However, such evenins can be one of the best ways to improve internal communication because the employees and managers relax, open up from their working mindset and just talk with each other. People can create better friendships, connect with colleagues outside of work and be overall more motivated to continue working. It’s all about feeling the comfort and releasing the tension regarding communication. When all employees know that they can talk with everyone and share what they feel, the company’s internal communication becomes a lot more efficient.
Clearly communicate the mission and vision
Managers of the company should take some time to explain the mission and vision that the company believes in and follows. This may help improve the productivity of the work place since employees will have set goals that they know have to be achieved. Being on the same page as the management and other employees mean that everyone will have more coherent communication. Mutual goals, one mission and vision that each employee will often hear will make internal communication easier and will allow for everyone to constanty share ideas, thoughts and ask any questions. When everyone is on the same page and knows what has to be done, communication flows and there is no disturbances.
Improve employee and manager relationships
For a business to be successful, managers and employees have to work together. However, they mostly don’t engage with each other and stay with short interactions that don’t allow to know each others better. Internal communication then cannot be smooth and efficient if there is a communication gap and it goes top-down, meaning that managers give instructions and employees listen. There is a need for more collaboration between the employees and managers on a daily basis. It is crucial for people in the company to feel free and be open to communicate without anything in the way. When managers and employees will talk with and understand each other, then the whole communication in the work culture will also improve. Top-down approach communication will slowly subside and will be replaced by open and two way communication.
There are multiple ways you can look at internal communication to improve it. The ones we mentioned in this article are only a few, but very important. These are the basics that have to be followed and reviewed for internal communication to be successful and the employees to understand each other better. You will not regret paying attention to internal communication because without proper communication productive work cannot be achieved.
A lot of the company’s success depends not only on the fact that it can make
a lot of profits, but also on the good management system and great working culture.
For the organization to work, the employee has to be happy and motivated to work,
with productivity levels constantly high. In today’s work market, young people jump
from job to job until they find a place where they feel good and can continue
developing. The workplace has to be empowering, cozy and accepting. Without
these, a company will not attract new employees and definitely not maintain current
ones for long. Especially bad management practices can really turn away the
employee by giving an impression that the leaders of the company are not worth
working with. These habits that may persist as part of poor management in the
company can be compared to viruses that live in nature. If such issues aren’t solved,
they lead to loss of reputation and fall of the company. The emphasis is then to not
only avoid having bad management practices, but also notice them when they
already have their root in the organization. That’s why we will give 5 examples of
such practices so any manager can understand the causes of many problems.
Let’s start from the first one which is focusing on punishing bad employees
and using fear to motivate them. Being strict may bring short-term results, however,
the employees start hating their management and their working environment leading
to resentment. Employees will not always achieve all the goals and will sometimes
underperform. The smart solution is for managers to work together with the team to
find where the performance can be improved. Best leaders inspire their employees
and support them through hardships. Using fear to motivate is also not an option.
This will only make employees secretly hate their job and search for something
better, be unmotivated and unproductive. Instead of instilling fear, managers should
create a space of respect and engagement.
The second important bad practice is poor communication. In a company,
great communication is the key to success. Only a manager who knows how to
communicate with employees can guide them and understand the expectations and
goals that have to be met. If there is an overall lack of communication or it is not
emphasized enough, the manager will not give clear instructions as to what to do.
The employees will then feel lost and not motivated to work when there is no support
from the company’s management. Without proper communication, the expectations
of the employee will not be met and this will lead to dysfunctions in the company
Third and very important mistake that managers make is being indecisive.
Employees not only have to feel support from their managers and have freedom to
choose how they will work effectively, but also see that there is someone who takes
leadership of the whole process. This is the reason that a manager is a manager.
They make decisions and take responsibility for actions taken and goals achieved in
the company. The employee seeing a leader who is frozen in decision making and
changes his or her thoughts often will lose confidence and search for someone else
who may replace them. This however may already be in a different company
because there has to be clear goals which are expressed and sought after by the
managers in every company.
The fourth and last bad management practice that may destroy employee
motivation and efficiency is micromanagement. Employees cannot perform at their
best if every move is always closely managed and checked. This only shows a lack
of trust for the employee from the manager side. This toxic practice kills motivation to
work and especially creativity which is necessary in today’s business environment. It
can only survive if the manager mentors the employee and inspires to work their best
on their own. The worst thing would be if the employee starts constantly feeling
tension and stops performing. The constant obsession of monitoring even the
smallest actions of the employee will make him or her leave the company because it
is impossible to give your best in such a tight environment.
Effective management that cares about employees and does everything to
make them as efficient as possible will shape the work culture and lead to a
successful company not only from the outside, but also inside. By not practicing the
bad management practices that were talked about in this article, you will make the
working environment a lot more productive and keep employees happy while being
fully engaged in work.