"Why is it me who has to do this?"

Have you ever thought about the fact that your order to perform a task might gain additional power and the employee might be more motivated to carry it out if it was based on objectively accepted rules rather than your current decision, which might be perceived by the employee as a kind of your "whim" or judged as an ill-considered decision?

Agree with it or not, but if an employee reacts this way "something" must be wrong. How to eliminate this "something" and solve the problem that - and here we probably agree - blocks the progress of your teamwork? Someone might say: give employees raises. Leaving aside the practical feasibility of this option, I agree with those who warn against recognizing it as a universal solution to all employee pains. The matter is simpler and less costly.

Managers commonly do it this way:

1. Provide all staff with one, same and simple method of obtaining information about tasks to be carried out, e.g:

• Creating a single, accessible place for all employees with all tasks.

2. Introduce rules for assigning individual tasks to specific employees, e.g:

• Employ a separate person(s) to prepare and manually distribute tasks.

3. Regular cyclical evaluation of priorities assigned to pending tasks.

These are just examples of common and simple – and very labour-intensive – methods, but we can also work systemically.

How to solve the problem using the system method?

Have you ever experienced something like this? ➡️ You are watching a parent giving a remark to his child - zero reaction. A moment later, a stranger gives him a remark on the same issue - immediate reaction. Some people call this the objectivity effect. Whatever you call it, the child simply decided that the remark coming from the stranger was more objective (fair), so he was more eager to react. The same is largely true on the boss-employee line. It's not uncommon for your order, or even a remark, a hint, to be taken without due engagement and motivation.

What if some orders could be given to employees by an objective and infallible automation, and they came from rules known to the team, established in advance?

Allocating tasks in this way would have additional power because, for example, it would not be lined with doubts about the fairness of the process.

Full automation of task allocation based on priorities once entered into the tool, but adaptable to changing needs, saves the manager time and energy.

Above mechanism eliminates manager's time and energy eater which boils down to: preparing and manually distributing tasks so as to delegate work to individual employees and performing other technical related activities.

But this is only 1 of 14 time and energy eaters of employees and managers that we have identified in the course of our long-term experience in over 500 Business Services, Back Office and Middle Office teams in dozens of countries on 5 continents. The presented system solution eliminates these eaters as well.

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If you want to discover:

✅ what is the disruptive nature of the other 13 eaters?

✅ what is their impact on your team and organisation?

✅ how much money can be saved by eliminating them?

✅ how do managers usually try to handle them unsuccessfully and how to do it once and for all using the proven system method?

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➡️ get your ebook, titled: Top eaters of time and energy in Business Services & Back/Middle Office. How much money they absorb and how to eliminate them?

➡️ by clicking here: I want to receive the ebook for free