In the days of Hannukah, we think about how oil burned for 8 days despite all expectations to help keep a group of people alive. While this occasion should be celebrated, we should not be allowing our employee's oil to burn out because of understaffing, overworking, or underpreparing our teams. While these issues may seem like necessary sacrifices in the pursuit of success, the long-term consequences can be severe, leading to burnout and a decline in overall team morale. In this blog, we'll explore the detrimental effects of understaffing, overworking, and underpreparing, and discuss proactive strategies to ensure that your team remains resilient and motivated.
Learn more about People Advisory Services (PAS) on our website or book some time with our People Operations Manager for a PAS consultation.
The consequences
1. The Toll of Understaffing
- Understaffing is like a silent saboteur that infiltrates workplaces, eroding the foundation of productivity and well-being. When a team is operating with insufficient resources, the burden on each individual increases exponentially. Over time, this can result in fatigue, stress, and a diminished capacity to perform at optimal levels. If you accept that your team is facing this obstacle without materially working to change it, you reduce your credibility as a good employer. In turn, you become less attractive, sow resentment, and lose trust from your employees.
While it may be profitable (less expensive) in the short term to be understaffed, long term, it may be harder to recruit great employees, your clients will suffer, and your business will suffer. There is a significant difference between having a team be efficient and being understaffed.
2. The Pitfalls of Underpreparing
- Underpreparing, whether in terms of inadequate training, lack of resources, or insufficient planning, sets the stage for frustration and inefficiency. When team members are not adequately equipped to handle their responsibilities, it not only hampers their performance but can also lead to a demoralized work environment. This lack of preparation can hinder innovation, limit problem-solving capabilities, and ultimately impede the organization's ability to adapt to changing circumstances.
Underpreparation is often associated with new business ownership, low value in developing proper processes, and poor prioritizing.
3. The Problems with Stressful Work Cultures
- Some companies feel the need to consistently have employees work 60+ hour weeks on a regular basis to maintain an internalized idea of what success looks like in organizational leadership. “There is always more to be done” or “they’re not willing to work extra hours” are signals that there might be a stressful work culture. In these cultures, employees may feel like: their work is never enough, there is insufficient recognition of accomplishments, and the expectations are not realistic.
It is easy to identify in companies and industries where they do not provide sufficient paid time off, wellness help, or reasonable weekly hours.
- While occasional periods of increased workload may be inevitable, chronic overworking can have severe consequences. Burnout, characterized by physical and emotional exhaustion, cynicism, and a reduced sense of accomplishment, is a common outcome of sustained overwork. This not only affects individual team members but also undermines the collective strength of the entire organization. Overworked employees are more likely to make mistakes, experience decreased job satisfaction, and will eventually seek alternative employment opportunities.
Overworking is often a symptom of understaffing, underpreparing, and overworking and is the leading factor that leads to burnout.
Proactive Strategies for Success:
1. Prioritize Workload Management:
- Establish realistic expectations for workloads and deadlines. Encourage open communication about individual workloads and provide support when necessary. Implement effective project management tools to streamline workflows and enhance efficiency. (Be Prepared)
2. Invest in Training and Development
- Ensure that team members have the skills and knowledge necessary to excel in their roles. Offer regular training sessions, workshops, and opportunities for professional development. A well-prepared team is better equipped to navigate challenges and contribute to the organization's success. (Be Proactive)
- Recognize the importance of work-life balance in maintaining overall well-being. Encourage employees to take breaks, use vacation days, and establish boundaries between work and personal life. A rested and rejuvenated team is more productive and creative. (Be Inspirational)
- Regularly assess staffing levels and be proactive in addressing any gaps. Hiring additional team members or redistributing tasks can help alleviate the strain on existing staff. Consider outsourcing certain tasks or projects to external resources when necessary. (Be Diligent)
5. Foster a Positive Work Culture::
- Cultivate a work environment that values collaboration, open communication, and mutual support. Recognize and appreciate the efforts of team members, and create opportunities for social interaction and team-building activities. (Be Respectful)
Conclusion
In the relentless pursuit of success, it's crucial for organizations to prioritize the well-being of their teams. Understaffing, overworking, and underpreparing are not sustainable strategies and can lead to burnout, decreased productivity, and diminished morale. By proactively addressing these challenges and implementing strategies to promote resilience, organizations can create a positive work culture that fosters success and long-term growth. Remember, a motivated and well-supported team is the foundation of a thriving and resilient organization.
Our Current Big Successes:
- Refining your interview processes - so you can directly compare candidates and ensure they know what is expected.
- Standardizing and professionalizing training programs - so you know exactly what they know and where to improve.
- Improving feedback systems- so you can see problems coming before they become bigger.
Testimonials:
Here's what some of our satisfied clients have to say about Club Capital's People Advisory Services:
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"This service has helped me structure an onboarding process in an extremely professional manner. By implementing these strategies I am able to shorten the timeframe expected to bring new team members up to speed and get better results quicker!"
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"Wow, I feel like my training program is kindergarden and yours is college."
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"I stopped calling references because I wasn't getting any good information, but Lee's guidance on how to do it appropriately and effectively was invaluable. It helped me gather more meaningful insights about potential hires and confirmed some potential concerns I had."
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"I'm so much more confident in my interviewing now that its structured to make sure I have a comprehensive picture of what the candidate could turn out like. It saved me from hiring another person that had no interest in making calls all day"
Who Am I?:
Allow me to introduce myself. I'm Lee Walker, MS, SHRM-CP, the leader of our People Advisory Services at Club Capital, where I've had the privilege of working for nearly 2.5 years. During this time, I've consistently engaged with agents, addressing their questions and providing support to help them make informed decisions and develop processes that create the happiest, most productive teams.
My journey to offering these services stems from a deep-seated passion for optimizing workplace dynamics. In addition to my tenure at Club Capital, my background spans small business consulting, leadership development, organizational change, and feedback improvement. My educational foundation includes a degree in Business Management Change and Consultancy from Maastricht University, following a career in finance with Morgan Stanley.
Learn more about People Advisory Services (PAS) on our website or book some time with our People Operations Manager for a PAS consultation.
