๐๐ซ๐จ๐ค๐๐ง ๐ฉ๐ซ๐จ๐๐๐ฌ๐ฌ๐๐ฌ ๐๐ซ๐๐๐ค ๐ญ๐ซ๐ฎ๐ฌ๐ญ , ๐ญ๐จ๐จ.
We tend to treat workflow issues as operational problems.
But clunky systems and unclear roles donโt just slow things down.
They wear people down.
People start to question their managerโs priorities.
They wonder why no one is fixing what clearly isnโt working.
And eventually, they stop speaking up altogether.
These arenโt just inefficiencies.
๐๐ก๐๐ฒ โ๐ซ๐ ๐๐ฑ๐ฉ๐๐ซ๐ข๐๐ง๐๐ ๐๐๐ข๐ฅ๐ฎ๐ซ๐๐ฌ .
๐๐๐ซ๐ โ๐ฌ ๐ฐ๐ก๐๐ญ ๐โ๐ฏ๐ ๐ฌ๐๐๐ง ๐ก๐๐ฉ๐ฉ๐๐ง :
New hires canโt get the tools or access they need for days or even
weeks.
Approvals stall because no one owns the final decision.
People feel punished for doing โthe right thingโ outside a rigid
process.
Role candidates are ghosted when theyโre not selected and never hear
back.
Over time these gaps send a message.
๐๐๐จ๐ฉ๐ฅ๐ ๐ฌ๐ญ๐จ๐ฉ ๐ญ๐ซ๐ฎ๐ฌ๐ญ๐ข๐ง๐ ๐ญ๐ก๐ ๐ฌ๐ฒ๐ฌ๐ญ๐๐ฆ .
๐๐ง๐ ๐ญ๐ก๐๐ง ๐ญ๐ก๐๐ฒ ๐ฌ๐ญ๐จ๐ฉ ๐ญ๐ซ๐ฎ๐ฌ๐ญ๐ข๐ง๐ ๐ญ๐ก๐ ๐ฆ๐๐ง๐๐ ๐๐ซ ๐๐๐ก๐ข๐ง๐ ๐ข๐ญ.
Technology can help, but it shouldnโt replace listening.
๐๐ฌ๐ ๐๐ ๐๐ง๐ ๐๐ฎ๐ญ๐จ๐ฆ๐๐ญ๐ข๐จ๐ง ๐ญ๐จ ๐ข๐ฆ๐ฉ๐ซ๐จ๐ฏ๐ (๐ง๐จ๐ญ ๐ฃ๐ฎ๐ฌ๐ญ ๐ฉ๐๐ญ๐๐ก ) ๐ฐ๐ก๐๐ญ โ๐ฌ ๐๐ซ๐จ๐ค๐๐ง ,
๐ง๐จ๐ญ ๐ญ๐จ ๐๐ฒ๐ฉ๐๐ฌ๐ฌ ๐ฒ๐จ๐ฎ๐ซ ๐ญ๐๐๐ฆ โ๐ฌ ๐ข๐ง๐ฌ๐ข๐ ๐ก๐ญ .
๐
๐ข๐ฑ ๐ข๐ญ ๐ฐ๐ข๐ญ๐ก ๐ญ๐ก๐๐ฆ , ๐ง๐จ๐ญ ๐ฃ๐ฎ๐ฌ๐ญ ๐๐จ๐ซ ๐ญ๐ก๐๐ฆ .
The data tells the story:
๐๐๐ณ๐๐ง๐ง๐ ๐๐ ๐ซ๐๐ฉ๐จ๐ซ๐ญ๐ฌ ๐ญ๐ก๐๐ญ ๐ข๐ง๐๐ฅ๐๐ฑ๐ข๐๐ฅ๐ ๐๐ ๐๐ง๐ ๐จ๐ฉ๐๐ซ๐๐ญ๐ข๐จ๐ง๐๐ฅ ๐ฉ๐ซ๐จ๐๐๐ฌ๐ฌ๐๐ฌ
๐๐ซ๐ ๐ ๐ฅ๐๐๐๐ข๐ง๐ ๐๐๐ฎ๐ฌ๐ ๐จ๐ ๐๐ข๐ฌ๐๐ง๐ ๐๐ ๐๐ฆ๐๐ง๐ญ ๐๐ญ ๐ฐ๐จ๐ซ๐ค .
๐๐ฏ๐๐ซ๐ฒ๐๐๐ฒ ๐๐จ๐ฏ๐๐ฌ :
Ask your team what one process theyโd change or eliminate if they
could.
When you hear frustration, donโt dismiss it, translate it into a fixable
insight.
Map one recurring task from the peopleโs point of view and look for
hidden friction.
๐๐ซ๐จ๐ค๐๐ง ๐ฉ๐ซ๐จ๐๐๐ฌ๐ฌ๐๐ฌ ๐๐ซ๐๐ง โ๐ญ ๐ฃ๐ฎ๐ฌ๐ญ ๐๐๐จ๐ฎ๐ญ ๐ฉ๐ซ๐จ๐๐ฎ๐๐ญ๐ข๐ฏ๐ข๐ญ๐ฒ .
๐๐ก๐๐ฒ โ๐ซ๐ ๐๐๐จ๐ฎ๐ญ ๐ฉ๐๐จ๐ฉ๐ฅ๐ .
๐๐ก๐๐ญ โ๐ฌ ๐จ๐ง๐ ๐๐ฅ๐ฎ๐ง๐ค๐ฒ ๐ฌ๐ฒ๐ฌ๐ญ๐๐ฆ ๐จ๐ซ ๐ฉ๐ซ๐จ๐๐๐ฌ๐ฌ ๐ญ๐ก๐๐ญโ๐ฌ ๐ฌ๐๐ง๐๐ข๐ง๐ ๐ญ๐ก๐ ๐ฐ๐ซ๐จ๐ง๐
๐ฆ๐๐ฌ๐ฌ๐๐ ๐ ๐ญ๐จ ๐ฒ๐จ๐ฎ๐ซ ๐ญ๐๐๐ฆ ? ๐๐ก๐๐ญ ๐ฐ๐จ๐ฎ๐ฅ๐ ๐ข๐ญ ๐ฅ๐จ๐จ๐ค ๐ฅ๐ข๐ค๐ ๐ญ๐จ ๐ซ๐๐๐ฎ๐ข๐ฅ๐ ๐ญ๐ก๐๐ญ
๐ฌ๐ฒ๐ฌ๐ญ๐๐ฆ ๐ฐ๐ข๐ญ๐ก ๐ญ๐ก๐ ๐ฉ๐๐จ๐ฉ๐ฅ๐ ๐ฎ๐ฌ๐ข๐ง๐ ๐ข๐ญ?