A problem with the workload allocation might be causing a complaint from a member of your team. Stephany is a manager whose goal it to find the root cause of a problem, understand your team members, and work together to increase productivity. Stephany is a UX designer in a SaaS company. She is responsible for overseeing customer accounts and forming strategic alliances with local businesses. Although Stephany is new to the company, her adaptability seems to be excellent. However, the demands on her job are increasing and the workload increases. Stephany’s enthusiasm, diligence, and ability to handle a heavy workload suddenly become a burden. Stephany’s enthusiasm and diligence are suddenly overshadowed by the heavy workload she is unable to handle. What happens if Stephany is causing your company to lose a lot of energy, time and productivity? Accepting Stephany’s marginal performance may put your team at risk and cause irreparable damage. On the other hand, coaching Stephany out of the group would indicate that you have failed to improve the performance of your employee. There may be many reasons for this behavior, which you don’t even know. Have a friendly conversation. Before you make any bold decisions, it is important to have a conversation with the employee. Talk to Stephany about the reasons they are underperforming. Talk to Stephany about the issues that led to their underperformance. You should determine if the inefficiency at work is due to stress at home or broken promises made at work. If an employee claims that they are not performing at their peak performance because of the heavy workload, you should conduct an in-depth analysis to find out the root cause. Bad managerial skills are the most common reason for such situations.
Unsuitable task assignment
A project manager may make a mistaken and pretentious estimate
Overestimation of employee’s work skills
Employees become dissatisfied and frustrated when they notice they have more work than their colleagues. This is often a side effect of poor time management. Problem #3: Stephany isn’t competent or adequately equipped for her job. If Stephany is constantly taking breaks, gossiping, and chit-chatting around the office, it is likely that they are not focused enough. This is a common problem that goes unnoticed during the initial stages of a hiring process.
You can avoid frustration by distributing the workload evenly across your team. This will help you keep your employees on track and prevent them from getting behind schedule. Stephany used ActiveCollab to help him master the art.
