They were tired, frustrated, overworked, and didn’t have time to enjoy things related to life, such as hobbies or family time. Some of them were questioning the future of their career in the organization. Maybe it was time to quit. So, when the boss came and told them they were about to add one more thing to their plate the outcry was instant!
We don’t have time for this! This is nuts! Absolute limit! We have no work/life balance. I think what we are doing is complicated enough!
If you could have seen a chart of their feelings on the current state of the workplace it would have looked something like this:
At this time, they certainly didn’t need to add process documentation and clarification to their already extensive “to-do list.” What do you do when you’re not only doing your own work but also doing work for other departments?
Perceived Problem: Too much work. Too high of expectations. No work-life balance. Role confusion.
How could something as simple as documenting the steps they took in their processes each day make a real difference? Why bother?
My boss was stubborn. The staff reluctantly gave in.
Over the next six months, the company went through all the processes, paying close attention to each one and clarifying the role of each team member. What was done and exactly who did it? Which department was responsible for which article and how was it done? Which situation triggered which communication and who was sending and receiving it?
By writing down every step clearly, an effective performance strategy team can identify redundancies, gaps, and misunderstandings between departments. Also, using our proven strategies and framework, the company was able to clarify individual employees’ and departments’ exact roles and expectations. This in turn led to less frustration and misappropriated resources. Team members were able to understand what they and others were responsible for and how they worked together as a functioning unit to fulfill the company’s purpose.
The results on the employees’ mindset were impressive! Additionally, only 6 months later the team reported the following:
Clarifying responsibilities and expectations led to a noticeable reduction in the number of employees who felt terribly stressed, overworked, and unable to maintain a healthy work-life balance.
An improved workplace leads to increased productivity and value. This in turn results in increased customer satisfaction.
Actual Problem: poorly documented processes leading to unclear expectations, unfinished work, and miscommunication between departments.
This company was experiencing symptoms of significant disorganization of processes. Employees are frustrated, disgruntled, and pushed to their limits.
They were all working hard, and yet the CEO could see that things were close to the boiling point and a meltdown was inevitable.
Clearly, they needed someone who could come in, review their processes, apply a framework to the mishmash, and bring order to the chaos! Enter the experts of aligning people and processes: Effective Performance Strategies!
“Team members were able to understand what they and others were responsible for and how they worked together as a functioning unit to reach the company’s purpose.”
At EPS we understand that the “why” of process clarification is about your most valuable resources: your team and your clients! Improve the environment your staff faces each day, know your why, and watch the energy accelerate your company to the stars! Your customers will become repeat consumers as satisfaction and value increase. See what is possible for your company by Booking Your Strategy Call Today!
Interested in learning more about your “why”? Check us out at www.epszone.com.
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