Successful managers realise that it is not them, but rather their team, that get work done. Therefore managers who are good at their job realise that their primary role is to plan, coordinate and track the workload of their team to ensure the organisations goals are achieved.
If you fail to track the workload of your team it is ease to fall into a trap of providing them too much or too little work. Either way this can have negative outcomes for the business.
In this post we will look at five risks of not tracking your team workload.
In successful companies, employees have enough workload to keep them occupied and productive. However, overburdening your employees with unnecessary tasks will reduce their productivity. Team members that have too much work on their hand can burn out and find it too much to manage. Instead of actually getting more work done, they end up doing less.
On the other hand, not giving your team enough tasks to work on is also a waste and reduces productivity. Depending on the relationship you have with your staff they may not even tell you that they have sufficient free time and/or could handle more work and instead just meander throughout the workday. Therefore, it is essential to have skilled managers who can divide duties and responsibilities among employees the right way.
As a manager, it is essential to ensure that you assign the right team member to the right tasks. Poor managers can find that they are assigning tasks that will not actually drive the business forward to their team just so they look busy.
So while its important to balance the amount of workload you place on your team, its also important to ensure that you assign the right work to each member. If you don’t track whether the work your team is providing actually delivers value to the business then you are essentially a cost to the business that provides little value.
When you track who is assigned to what task you can also understand which staff are effective and capable of handling the most demanding tasks in your organisation.
Overburdening Key Staff
As a manager you want to hand onto your key staff that make a material impact on your business and are essential to your success. If you don’t manage the workload of your staff not only can you overburden employees but you may find that you place an unfair amount of work on your top performers.
Why? Because your top performers are likely to get more work done on a daily basis, which in turn means they are provided with more work to do in turn. This can cause a negative loop to occur where they just get more and more work. When they stop and pause to see how much work other people are doing in the team they realise that they are handling an unfair share of the workload. This can lead to burnout and churn of your top staff.
Maintaining an enthusiastic team should be the aim of every manager. Motivated employees are the greatest asset to any organization. A manager who fails to balance employee workload is at risk of having resentful and unmotivated workers.
Not only do unmotivated workers lead to a decrease in productivity but you may also recongise a higher turnover of staff as they become bored with their work and seek new opportunities elsewhere.
Higher Staff Turnover
First, if an organization is experiencing high employee turnover, the likelihood of it being successful is very low. Instead of hiring professional executive search services as soon as the hiring process begins, you will soon find that the resources that could have been used in development are now being used in the recruitment process, something that could have otherwise been avoided. Not forgetting that time is an essential factor, and wasting time during the hiring process should be avoided at all cost.
Unmotivated employees are likely to exit the organization. Unmotivated employees are unwilling to work in a firm that has no regard for them. On the other hand, those who are overburdened with tasks are likely to exit the organization faster. Failure to give them enough time to do their staff, such as socializing, will make them feel left out antired. As such, to fill this gap, they will end up exiting the firm.