9 Mistakes Administrators Make Driving Workforce Performance

Several common mistakes that administrators make can have a negative impact on workforce performance. Whether you’re a direct selling admin or a retail operations leader, you want to avoid these mistakes as you seek to stimulate performance at scale. At our moment of increased economic uncertainty, it’s important to consciously avoid these mistakes, which this guide should help with.

We recently covered how to avoid retail bankruptcies. Now we’re zooming out to explore workforce performance and how corporate HQ tends to negatively impact it. Learning these lessons will help corporate leaders become the champions of workforce performance and productivity they’re meant to be. And that they have to be in our time of digital and economic transformation.

What Is Workforce Performance and How Does It Affect Corporate Revenues?

It’s worth taking a broader look at what workforce performance is, and how it impacts profit margins. Because the fact is, workforce performance is not only about efficiency and effectiveness. It relates to measurable business outcomes. We’ll be focusing especially on workforces that makes sales, i.e., sales forces.

Workforce performance directly impacts company revenues in several ways:

• Productivity and efficiency: High workforce performance results in increased productivity and efficiency. When the sales force performs at their best, they can complete tasks more efficiently, maximizing output within a given timeframe. This leads to increased sales, faster delivery of products or services, and ultimately higher revenues.
• Quality of outcomes: Sales force performance also affects the quality of products or services associated with the corporate brand. When salespersons perform at a high level, they are more likely produce positive impressions of the brands in clients/customers, meeting or exceeding customer expectations. Higher quality interactions enhance: 
  • customer satisfaction
  • clientele loyalty
  • positive word-of-mouth

These can drive increased revenues through repeat business and new customer acquisition. In fact, research shows that more positive brand images are associated with higher returns.

• Innovation and competitiveness: A high-performing sales force is often more innovative and agile, more adaptable to changing market demands. When salespersons are motivated, engaged, and encouraged to think outside the box, they can contribute new ideas, processes, and solutions that differentiate the company brand and identity from its competitors.

Innovation, even in sales force performance, can lead to the creation of new products or services, improved efficiency, and a competitive edge in the market, ultimately driving higher revenues. 

What Are Common Mistakes That Administrators Make in Managing Workforce Performance?

In correcting for the following mistakes, executives, operations leaders, managers, and other corporate admins stand to drive higher revenue. Higher workforce performance doesn’t only mean more sales, but as we’ve discussed, more innovation and a more positive brand identity for the public.

Lack of clear communication

Failing to communicate effectively with the workforce, or failing to allow open communication among the workforce, can lead to misunderstandings, confusion, and a lack of clarity regarding goals, expectations, and feedback. This can result in decreased productivity and motivation.

Solution: Consider implementing technology that opens communication channels among the workforce, making it easier for them to share information.

Micromanagement

Overly controlling the sales force can be demotivating and hinder creativity and independent thinking. It can also create a sense of distrust and undermine employee morale and confidence.

Solution: Consider implementing technology that allows the workforce to become more self-directed, to set their own goals and become their own microbusinesses. Increasingly, this is the future of the workforce.

Failure to provide feedback and recognition

Salespersons need feedback to understand how they are performing and to improve their skills. Leaders who neglect to provide regular feedback and recognition for good work – or more accurately, who do not allow for managers/operators/uplines to provide feedback – may leave salespersons feeling demotivated.

Solution: Create processes that allow for regular feedback, along with providing technology that allows such feedback to be disseminated and accessed easily.

Inadequate delegation

Managers, leaders, and other administrators who fail to create appropriate task flows can lead to workflow bottlenecks. This can result in missed sales opportunities, increased stress for salespersons, and reduced efficiency.

Solution: Invest in technology that automates tasking for salespersons.

Lack of workforce development opportunities

Failing to invest in workforce development can lead to stagnant skills, decreased motivation, and a lack of business growth. Salespersons need opportunities for learning, training, and advancement to stay engaged and perform at their best.

Solution: Take a look at technology that enables easier learning and training through automation and smart rules. 

Ignoring work-life balance

Neglecting the importance of work-life balance can lead to salesperson burnout and decreased productivity. Companies that expect constant overperformance or discourage relaxation can negatively impact the overall performance of their teams.

Solution: Create a company culture that acknowledges and rewards workforce wins, so that salespersons know when to rest on their laurels and step back. Over-productivity is sometimes necessary, for instance around the holiday season, but often it’s counterproductive.

Lack of trust and empowerment

Admins who do not trust their salespersons’ abilities and do not empower them to make decisions can create a disengaged workforce. Salespersons who feel trusted and empowered are more likely to take ownership of their work, be proactive, and contribute innovative ideas.

Solution: Again, look at technology that makes salespersons more autonomous and self-guided to drive workforce performance. Top-down management is a relief of the past.

Ineffective conflict resolution

Especially in retail, operators and managers who avoid or mishandle workplace conflicts can create a toxic environment. Unresolved conflicts can lead to decreased collaboration, communication breakdowns, and a decline in overall team morale and workforce performance.

Solution: Managers, store operators, and other sales leaders can get better trained in conflict resolution through personalized learning and development. 

Inadequate recognition of individual strengths

Leaders who do not recognize and leverage the unique strengths and skills of their salespersons may not fully capitalize on their potential. Assigning tasks that do not align with salespersons’ strengths can lead to reduced engagement and performance.

It’s important for administrators, operations leaders, and managers to be aware of these potential pitfalls and strive to avoid them in order to create a positive and productive sales force.

Solution: Employ smart incentives and recognition systems, as available with Rallyware. These solutions will automate individual recognition, saving admins manual labor and increasing workforce retention and performance.

Boost productivity, engagement, and revenue growth with Rallyware’s cutting-edge performance enablement platform. Take the first step toward smart digital strategy by scheduling a demo. Don’t miss out on transforming your workforce into a high-performing powerhouse!