The Harm Of Hurrying. #NewToHR

The Harm Of Hurrying

Every day it seems like the world is going just a little bit faster. ‘Hurry Up’!

 It does not help that the end of each quarter brings with it its own set of rushed projects as everyone tries to reach the set goals.

In People Management – you are generally caught in the middle of an ongoing ‘feud’ between managers that wanted results ten minutes ago and employees that are working as hard to make sure that the results are delivered on time.

While it can be tempting to urge the employees to rush a little bit harder, take a step back and take a deep breath!

The term ‘hurrying‘ itself is rather useless. It conveys a sense of ignorance and failure of communication as it can refer to any one of many points required to complete a task. In addition, the need for someone to hurry is more of a need for them to be quicker in their job.

Armed with this understanding, speak with the person requesting increased speed. Discuss with them what, exactly, they mean and how they envision things can be done to decrease the amount of time spent on a project. Once you have a firm grasp of what they are really asking for, you can express this concern to the employee and work with them to find a mutual understanding.

A bonus to acting as the mediator between the two (stressed) parties is that you can sift through the emotive frustrations in order to find solid feedback.

Never stop improving, some workers may claim there is no way to make the process any faster, but this is rarely the case. Usually someone else can evaluate the situation, hold discussion days where processes are broken apart and questioned from beginning to end. This works as a form of quality control to keep every team running as smoothly and as efficiently as possible.

Hurrying ends up being far more harmful than helpful.

It is a word born of stress and miscommunication as two parties fight to get their opinions listened to and validated. Very similar to couples fighting, right? Check out BetterHelp for advice – 

The People Management team must take a stand and act as an impartial mediator during such situations as they are the best equipped to handle defusing the situation the best. Once it is dismantled, progress can be made.

© New To HR


1 Comment
  • Jennifer
    08/10/2015 at 23:22

    It’s so hard not to hurry when you want to do a fantastic job. Sometimes you just have slow down, look at the project from a different angle and take it from there. A fresh perspective can almost (always) help everything.

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