Procedural constraints, performance restraints
When employees are forced to rely on too many unnecessary processes and regulations, disappointment and frustration in them will increase. For example, an employee is forced to wait to complete some other tasks before continuing to embark on a new project, but they cannot decide that themselves because they have to rely on the boss and related processes. Waiting in vain, the work cannot be completed as planned even though it is not their fault.
Waste of resources, overloaded staff
Resources here include both time, knowledge and employee focus. People who are often pressured by time tend to exhaust faster, and work quality and efficiency are also faster.
So, before assigning a task or letting an employee attend a meeting, the leader needs to ask: "Is this new task prioritized? Does this employee really need to be in the meeting?" If the answer is no, let them have space to complete their most important task.
The easier the job, the more negligent the staff.
When in a safe zone for too long, employees are very likely to feel discouraged, which leads to indifference and working in a coping manner. Instead, expand employee capabilities by giving them the opportunity to undertake more challenging work. Studies show that a moderate level of pressure and friction in work is good for employee development. However, leaders should note that before assigning more challenging tasks, ask their employees about their expectations and desires.
A clear development and promotion roadmap is the secret that many leaders attract and keep talents attached to the company.
Boss lacks trust, employees reluctantly stick together
Employees who do not feel psychologically safe are often prone to making mistakes, have low risk acceptance, and are less developed in their work. Conversely, if they receive trust and empowerment from superiors, they will be proactive in their work and have better performance.
One of the ways to effectively improve the trust relationship between bosses and employees is to create an open environment, accept new ideas and empower employees to speak up. In addition, give employees the opportunity to dare to try, dare to be wrong and know how to reprimand skillfully so as not to lose the spirit of the whole group.
Boss is biased, employee is dissatisfied
Unfair leadership, internal unity is very easy to lose. Nominating weak employees, misjudging the roles and responsibilities of each employee or only liking people with the same thoughts as them... can easily make employees frustrated with their working spirit and decide to leave to find a new destination.
Leaders should consider all aspects of the issue before making an important decision/assessment (limiting factors related to personal emotions/interests). Regularly exchanging and interacting in two directions with employees is very necessary to build a fair and open culture, limiting unnecessary dissatisfaction.
