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7 Problems Of Growing Companies

Written by: Katarzyna Dorosz, Executive Contributor

Executive Contributors at Brainz Magazine are handpicked and invited to contribute because of their knowledge and valuable insight within their area of expertise.

 

38% of the surveyed managers pointed to professional burnout, which is the result of long-term stress and overload. It is also an excess of duties, as well as difficult professional relationships.



1. No Strategy


Companies that do not have a marketing strategy lose the most.

2. No Organizational Chart


Where employees do not know who is responsible for what, and do not have a defined scope of duties, poor communication and disastrous results usually ensue within the team.

3. No Use Of Techniques Supporting Work In The Company


It is worth using techniques such as SWOT analysis or creative team meetings to enhance work productivity.

4. Lack Of Proper Team Communication


Good company functioning is based on teamwork and adaptable management. The basis for this is a productive flow of constructive messaging. Managers should learn to listen to and understand the needs of their company employees.

5. Lack Of Proper Motivation Of Employees Causes A Decrease In Their Efficiency


Managers should always pant and reinforce in the team these ideas: respect, the importance of development and improvement, and personal job and workplace security. Let us remember that an appreciated employee always works more efficiently and more productively.

6. Employees Do Not Know Or Understand The Company's Long-Term Goals


The reason for this is a lack of management strategy. Each plan should be regularly reviewed to see whether employees and managers act in accordance within established company guidelines.

7. Lack Of Good Managers


We do not teach our employees management. We should do this. Companies can have save time and resources by taking advantage of internal promotions, where the best employees do become managers. And it is necessary to give them as free a hand to manage as possible. An important rule for the employer: Trust but control.


My job is to help the company and management board, by preventing predictable pitfalls, or by finding ways to lead companies out of their pre-existent problems by illustrating pathways to success.

My resolution structures include:

  1. Assessment of the current state

  2. Creating a business development plan

  3. Monitoring progress and corrections for effect.


We should remember the old adage that: "The fish rots from the head" and the company follows the boss.

It is the boss who sets the style of work.It will be the leaders who have to lead!

If you want to learn more or you have a problem in your company, write to me here. We will find a solution together. Success is our mission.


Follow me on LinkedIn, and visit my website for more info!


 

Katarzyna Dorosz, Executive Contributor Brainz Magazine

Katarzyna Dorosz is a leader in the field of brain performance, mental performance, and improving memory and quality of work.


She is a world-renowned expert for senior and mature individuals who also conducts research on longevity. She is also a lecturer and author of several books.


Katarzyna works with many prestigious American universities about attaining meaningful longevity in Life and how to maintain brain function.


She also supports women around the world through motivational lectures. Her attitude and stubborn pursuit of purpose show how important changes and progress in life are. She is also the author of the TV Show "The Power of Life".


During lectures, she uses the "Educational kinesiology and Emotional intelligence" and developed her own methods of exercises that provide excellent memory, concentration exercises as well as relaxation, and a set of physical exercises to improve the condition (adjusted to the age and flexibility of the body).


In business training, Katarzyna uses the popular Japanese Kaizen method, i.e. a philosophy based on changing lifestyle ‒ an endless process of improving and improving the quality of the company.

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