There is another option: an employee can stay overtime on his own initiative if he is passionate about the idea and wants to finish the job faster. But do not take this for granted. Such a hard-working team member can sometimes be given extra days off and rewarded financially. The most important thing is to make sure that it does not start to burn out over time. After all, the person himself may not notice this. And don’t use him as an example to the rest of the team: conversations like.
He’s great, but you’re not” are very demotivating
It’s okay to publicly thank such an employee for working overtime oman phone number library once, but you shouldn’t do it all the time. Give equal attention to all team members. Another way to reduce the workload of employees is to implement artificial intelligence and automate some of the work. For example, a bot can draw up standard documents and accept applications from clients.
Don’t burden your employees with other
People’s tasks Many managers over-optimize the organization’s resources and, as a result, shift other people’s work onto their employees. Often, it goes beyond the person’s competencies and job responsibilities. This leads to demotivation and burnout of i wrote everything down on the employee. The quality of his work decreases, and there is a risk of early dismissal. For example, a company has a strong marketer on staff. His manager notices that this specialist writes excellent sales texts.
Therefore, he is given some of the duties
An editor who recently quit the PR department. At first glance, this solution seems reasonable. But very soon the marketer will start to “drown” in the flow of malaysia data diverse tasks. He will be irritated by unpaid work and will get very tired. This should not be allowed – it is better to clearly delineate job responsibilities. If you really want to use a specialist’s skill, it is better to offer him an appropriate rate and remuneration. The most important thing is to do this without coercion, by the person’s conscious decision.