{"id":56626,"date":"2025-03-07T12:17:03","date_gmt":"2025-03-07T12:17:03","guid":{"rendered":"https:\/\/toggl.com\/blog\/?p=56626"},"modified":"2026-03-09T13:48:55","modified_gmt":"2026-03-09T13:48:55","slug":"unproductive-employees","status":"publish","type":"post","link":"https:\/\/toggl.com\/blog\/unproductive-employees","title":{"rendered":"Managing Unproductive Employees: Insights From the C-Suite"},"content":{"rendered":"\n<p>Global productivity has <a href=\"https:\/\/www.mckinsey.org\/mgi\/our-research\/investing-in-productivity-growth\" target=\"_blank\"><u>jumped sixfold<\/u><\/a> in 30 emerging economies over the past 25 years, which sounds great \u2014 but it doesn\u2019t tell the whole story.&nbsp;<\/p>\n\n\n\n<p>In many <em>other<\/em> economies, McKinsey reports that productivity growth has stalled since the global financial crisis, and some risk <em>never <\/em>catching up. As organizations face mounting challenges, from economic uncertainty to shifting workforce dynamics, the key to staying competitive lies in unlocking the full potential of your workforce.<\/p>\n\n\n\n<p>But that\u2019s easier said than done. Unproductive employees exist, and trying to motivate them can be seriously frustrating for managers. This guide explores the cost of low productivity in more detail and provides actionable strategies to identify, measure, and improve it.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">TL;DR \u2014 Key Takeaways&nbsp;<\/h2>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Productivity baselines provide a clear benchmark for measuring employee performance so companies can easily identify inefficiencies and <strong>set realistic targets to improve<\/strong>. Each industry and business relies on different metrics, such as billable hours or units produced, to track success.<\/li>\n\n\n\n<li>Low <strong>productivity costs are unique to your company<\/strong>, but any dip beneath your baseline expectations could mean thousands in lost revenue over a year. &nbsp;<\/li>\n\n\n\n<li>Spotting unproductive employees involves <strong>recognizing clear signs<\/strong>, including &#8220;fauxductivity,&#8221; a growing TikTok trend in which employees appear busy but don&#8217;t achieve meaningful output. Managers must approach these signs with curiosity and support rather than point fingers at their talent.<\/li>\n\n\n\n<li>Micromanaging is never the solution to overall productivity issues. Instead of <strong>stifling employees with constant oversight<\/strong>, managers should provide clarity, trust, and the right tools to set them up for success.&nbsp;<\/li>\n\n\n\n<li>Unproductivity sounds like an employee issue, but <strong>employers and business owners can turn the situation around<\/strong> by building supportive environments, setting clear goals, and creating continuous development opportunities.<\/li>\n\n\n\n<li><a class=\"wpil_keyword_link\" href=\"https:\/\/toggl.com\/\" target=\"_blank\" rel=\"noopener\" title=\"Time tracking\" data-wpil-keyword-link=\"linked\" data-wpil-monitor-id=\"2111\">Time tracking<\/a> tools like Toggl Track transform productivity by providing clear insights into time management. Managers can use this information to <strong>make data-backed decisions<\/strong> without invasive monitoring.<\/li>\n<\/ul>\n\n\n        <div class=\"mb-8\">\n            <span class=\"block text-dark-purple-100 opacity-60 uppercase mb-2 text-sm font-bold\">Further Reading:<\/span>\n            <div class=\"border-t-[3px] border-b border-yellow-100 py-4 pb-2 lg:grid lg:gap-8 lg:grid-cols-2\">\n                                    <div class=\"mb-4 lg:mb-2\">\n                        <a class=\"flex items-center hover:italic hover:text-dark-purple-80\" href=\"https:\/\/toggl.com\/blog\/employee-surveillance\" title=\"Employee Surveillance Is on the Rise&#8230;Here&#8217;s Why That&#8217;s Bad\" aria-label=\"Employee Surveillance Is on the Rise&#8230;Here&#8217;s Why That&#8217;s Bad\">\n                            <img decoding=\"async\" loading=\"lazy\" class=\"rounded-full w-14 h-14 mr-4 object-cover\" src=\"https:\/\/toggl.com\/blog\/wp-content\/uploads\/2025\/01\/surveillance-on-rise-112x67.jpg\" alt=\"Employee Surveillance Is on the Rise&#8230;Here&#8217;s Why That&#8217;s Bad\" width=\"56\" height=\"56\">\n                            <span class=\"font-semibold font-heading leading-snug\">Employee Surveillance Is on the Rise&#8230;Here&#8217;s Why That&#8217;s Bad<\/span>\n                        <\/a>\n                    <\/div>\n                                    <div class=\"mb-4 lg:mb-2\">\n                        <a class=\"flex items-center hover:italic hover:text-dark-purple-80\" href=\"https:\/\/toggl.com\/blog\/employee-monitoring-software\" title=\"The 10 Best Employee Monitoring Software for Non-Invasive Tracking (2026)\" aria-label=\"The 10 Best Employee Monitoring Software for Non-Invasive Tracking (2026)\">\n                            <img decoding=\"async\" loading=\"lazy\" class=\"rounded-full w-14 h-14 mr-4 object-cover\" src=\"https:\/\/toggl.com\/blog\/wp-content\/uploads\/2023\/07\/employee-surveillance-112x68.jpg\" alt=\"The 10 Best Employee Monitoring Software for Non-Invasive Tracking (2026)\" width=\"56\" height=\"56\">\n                            <span class=\"font-semibold font-heading leading-snug\">The 10 Best Employee Monitoring Software for Non-Invasive Tracking (2026)<\/span>\n                        <\/a>\n                    <\/div>\n                            <\/div>\n        <\/div>\n    \n\n\n<h2 class=\"wp-block-heading\">What\u2019s a \u2018good\u2019 productivity baseline?<\/h2>\n\n\n\n<p>A productivity baseline is a standard or benchmark companies can use to measure employee performance against expected output. When this baseline is well-defined, it helps managers objectively assess individual and team productivity as either above or below the target level. From here, they can spot any bottlenecks and work out how to improve the situation.&nbsp;&nbsp;<\/p>\n\n\n\n<p>But how do you define what &#8220;good&#8221; productivity looks like in <em>your<\/em> organization? The right baseline will depend on your specific goals, employee roles, and industry standards. There are no cookie cutters here; productivity baselines must be tailored to <em>your<\/em> company.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Examples of how productivity baselines are measured in different industries<\/h3>\n\n\n\n<p>Each industry\u2019s productivity baseline is influenced by its unique workflows, challenges, and goals. By identifying industry-specific metrics, companies can establish realistic expectations and continuously <a href=\"https:\/\/toggl.com\/blog\/improve-business-productivity\"><u>improve their business productivity<\/u><\/a>:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Technology<\/strong>: Software firms might use agile metrics, such as code commits, resolved tickets, or feature deployments, to set productivity standards.&nbsp;<\/li>\n\n\n\n<li><strong>Healthcare<\/strong>: Hospitals and other healthcare institutions could focus on patient outcomes by measuring patients seen per hour, successful procedures, or accurate diagnostics.&nbsp;<\/li>\n\n\n\n<li><strong>Sales<\/strong>: Teams often set targets based on quarterly or annual goals, such as the number of closed deals, revenue generated, or calls made.&nbsp;<\/li>\n\n\n\n<li><strong>Customer support<\/strong>: Teams aim for high service levels and quick resolutions by tracking metrics related to resolved tickets, response time, or customer satisfaction scores.<\/li>\n\n\n\n<li><strong>Manufacturing<\/strong>: Top-performing factories set baselines based on machine capacity, workforce efficiency, and output data, such as units produced per hour.&nbsp;<\/li>\n\n\n\n<li><strong>Consulting<\/strong>: Firms might measure by <a href=\"https:\/\/toggl.com\/blog\/how-to-track-billable-hours\"><u>billable hours<\/u><\/a> logged per consultant, often benchmarking against industry averages and internal targets to ensure profitability and client satisfaction.<\/li>\n\n\n\n<li><strong>Marketing<\/strong>: Think completed campaigns, leads generated, or conversions achieved, with agencies setting baselines by analyzing previous campaign data and client expectations.<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\">How much is low productivity really costing you?<\/h2>\n\n\n\n<p>Low productivity (and the disengagement that causes it) comes at a cost. Collectively, McKinsey puts this cost between <a href=\"https:\/\/www.mckinsey.com\/capabilities\/people-and-organizational-performance\/our-insights\/some-employees-are-destroying-value-others-are-building-it-do-you-know-the-difference\" target=\"_blank\"><u>$228 million and $355 million per year<\/u><\/a> for a median-sized S&amp;P 500 company. Stretch that over five years, and you&#8217;re looking at $1.1 billion in lost value.&nbsp;<\/p>\n\n\n\n<p>But the real impact of low productivity is felt in the heartbeat of your daily business.&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Low team morale<\/strong>: Nothing deflates a high-performing team faster than watching their efforts get drowned out by underperformers who fly under the radar.&nbsp;<\/li>\n\n\n\n<li><strong>Delayed projects<\/strong>: When productivity dips, deadlines slip \u2014 and so do key business opportunities and client trust.<\/li>\n\n\n\n<li><strong>High turnover rates<\/strong>: <a href=\"https:\/\/toggl.com\/blog\/employee-burnout\"><u>Employee burnout<\/u><\/a> spreads quickly when top talent picks up the slack for disengaged teammates, pushing them to seek opportunities elsewhere. The proof? Some <a href=\"https:\/\/www.bls.gov\/news.release\/pdf\/jolts.pdf\" target=\"_blank\"><u>3.2 million US employees<\/u><\/a> quit their roles in December 2024, leaving countless teams scrambling to manage the extra work and wondering if it\u2019s worth the effort.<\/li>\n\n\n\n<li><strong>Decreased revenue<\/strong>: Poor productivity means lost sales, diminished service quality, and a shrinking bottom line.<\/li>\n\n\n\n<li><strong>Missed innovation opportunities<\/strong>: Every minute patching your productivity gaps is a minute stolen from your company\u2019s ability to innovate.<\/li>\n<\/ul>\n\n\n        <div class=\"mb-8 top-tip\">\n            \n                            <span class=\"block text-dark-purple-100 opacity-60 uppercase mb-2 text-sm font-bold\">\u2b50 the solution<\/span>\n            \n            <div class=\"bg-yellow-30 border-t-[3px] border-yellow-100 px-6 pt-6 pb-2\"><p>The price of low productivity is steep, but the solution is within reach: clear expectations, meaningful support, and a workplace culture that empowers employees rather than stifles them.<\/p>\n<\/div>\n        <\/div>\n    \n\n\n<h2 class=\"wp-block-heading\">How to spot unproductive employees<\/h2>\n\n\n\n<p>Unproductivity doesn&#8217;t always announce itself loudly \u2014 often, it&#8217;s a slow, annoying drip you can&#8217;t ignore. Spotting it early is key, but remember that it&#8217;s not about pointing fingers; it&#8217;s about recognizing the signals, digging deeper, and understanding the root cause before taking action.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Be aware of \u201cfauxductivity\u201d&nbsp;<\/h3>\n\n\n\n<p>Fake activity is a work trend flooding social media. This &#8220;fauxductivity&#8221; is the practice of employees appearing busier than they are. For example, by loudly typing at their computer, exhaling loudly as though exasperated, or walking quickly around the office as if in a rush to their next meeting.&nbsp;<\/p>\n\n\n\n<p>Workhuman&#8217;s <a href=\"https:\/\/www.workhuman.com\/blog\/the-faux-productivity-problem\/\" target=\"_blank\"><u>analysis of 3,000 employees<\/u><\/a> in the UK, US, and Ireland reports that Fortune 500 CEOs rank low productivity as the biggest organizational challenge, and 48% of managers believe fake work activity is a common issue on their team. Yet, managers are more likely to indulge in fauxductivity than their direct reports. <\/p>\n\n\n\n<p>Some 38% of C-suite execs and 37% of managers admit to engaging in this behavior, compared to just 32% of non-managers. Clearly, managers need to take a closer look at the behavior they&#8217;re modeling.&nbsp;<\/p>\n\n\n\n<p>Certified Professional Career Coach (CPCC) <a href=\"https:\/\/career.io\/author\/amanda-augustine\" target=\"_blank\"><u>Amanda Augustine<\/u><\/a> explains that fake work may be easier to spot in employees who have been forced to return to the office and are trying to regain some semblance of work-life balance.&nbsp;<\/p>\n\n\n\n<p>\u201cCompanies that demand their employees return to the office are sending a message that presence equals productivity; however, the latest TikTok trend indicates this is not the case. The \u2018task masking\u2019 trend has come as a reaction to return-to-office mandates; it\u2019s important to recognize that this reflects young professionals\u2019 beliefs that \u2018face time\u2019 at work isn\u2019t equal to their outcome and impact.\u201d&nbsp;&nbsp;<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"538\" src=\"https:\/\/toggl.com\/blog\/wp-content\/uploads\/2025\/03\/Amanda-Augustine-quote-on-return-to-office-mandates-1024x538.png\" alt=\"Amanda Augustine quote on return to office mandates\" class=\"wp-image-56632\" srcset=\"https:\/\/toggl.com\/blog\/wp-content\/uploads\/2025\/03\/Amanda-Augustine-quote-on-return-to-office-mandates-1024x538.png 1024w, https:\/\/toggl.com\/blog\/wp-content\/uploads\/2025\/03\/Amanda-Augustine-quote-on-return-to-office-mandates-300x157.png 300w, https:\/\/toggl.com\/blog\/wp-content\/uploads\/2025\/03\/Amanda-Augustine-quote-on-return-to-office-mandates-768x403.png 768w, https:\/\/toggl.com\/blog\/wp-content\/uploads\/2025\/03\/Amanda-Augustine-quote-on-return-to-office-mandates-746x392.png 746w, https:\/\/toggl.com\/blog\/wp-content\/uploads\/2025\/03\/Amanda-Augustine-quote-on-return-to-office-mandates-1152x605.png 1152w, https:\/\/toggl.com\/blog\/wp-content\/uploads\/2025\/03\/Amanda-Augustine-quote-on-return-to-office-mandates-1143x600.png 1143w, https:\/\/toggl.com\/blog\/wp-content\/uploads\/2025\/03\/Amanda-Augustine-quote-on-return-to-office-mandates-112x59.png 112w, https:\/\/toggl.com\/blog\/wp-content\/uploads\/2025\/03\/Amanda-Augustine-quote-on-return-to-office-mandates.png 1442w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<h3 class=\"wp-block-heading\">Track missed deadlines&nbsp;<\/h3>\n\n\n\n<p>When employees regularly miss deadlines, this often indicates deeper issues like poor time management, lack of clarity, or disengagement.&nbsp;<\/p>\n\n\n\n<p>Unfortunately, only <a href=\"https:\/\/wellingtone.com\/wp-content\/uploads\/2024\/02\/The-State-of-PM.pdf\" target=\"_blank\"><u>34% of companies<\/u><\/a> currently manage to meet their project deadlines on time, suggesting this is a widespread problem. Keep a close eye on patterns and use tools like Toggl Track to identify bottlenecks and support struggling employees.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Pay attention to disengagement&nbsp;<\/h3>\n\n\n\n<p>Disengaged employees often fly under the radar, but the signs are there: minimal participation in meetings, lack of enthusiasm, and reduced collaboration.&nbsp;<\/p>\n\n\n\n<p>Gallup finds only <a href=\"https:\/\/www.gallup.com\/394373\/indicator-employee-engagement.aspx\" target=\"_blank\"><u>23% of the global workforce<\/u><\/a> is engaged, with disengagement costing companies $8.8 trillion globally. Frequent employee pulse surveys and honest conversations during regular check-ins can help managers re-engage with teams.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Look out for increased absenteeism&nbsp;<\/h3>\n\n\n\n<p>Every employee needs paid time off to rest and replenish throughout the year. But persistent absenteeism can be a warning sign their well-being is suffering. Burnout, dissatisfaction, and personal challenges can all play a role. Track attendance patterns and offer support to keep your team healthy and present.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Spot declining quality of work&nbsp;<\/h3>\n\n\n\n<p>When top performers start delivering subpar work, it\u2019s time to investigate. Declining quality could signal burnout, lack of motivation, or skill gaps. Some examples include:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Increased errors in reports<\/li>\n\n\n\n<li>Inconsistent <a class=\"wpil_keyword_link\" href=\"https:\/\/toggl.com\/blog\/how-to-assess-attention-to-detail-in-job-applicants\" target=\"_blank\" rel=\"noopener\" title=\"attention to detail\" data-wpil-keyword-link=\"linked\" data-wpil-monitor-id=\"2110\">attention to detail<\/a><\/li>\n\n\n\n<li>Incomplete tasks<\/li>\n\n\n\n<li>Drop in creativity or innovation<\/li>\n\n\n\n<li>Missed quality benchmarks<\/li>\n\n\n\n<li>Negative client feedback<\/li>\n\n\n\n<li>Lack of initiative<\/li>\n<\/ul>\n\n\n\n<p>Provide regular feedback, training opportunities, and clear expectations to help employees maintain high standards.<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"986\" height=\"1024\" src=\"https:\/\/toggl.com\/blog\/wp-content\/uploads\/2025\/03\/Fauxdivity-statistics-about-fake-productivity-986x1024.png\" alt=\"Fauxdivity statistics about fake productivity\" class=\"wp-image-56631\" srcset=\"https:\/\/toggl.com\/blog\/wp-content\/uploads\/2025\/03\/Fauxdivity-statistics-about-fake-productivity-986x1024.png 986w, https:\/\/toggl.com\/blog\/wp-content\/uploads\/2025\/03\/Fauxdivity-statistics-about-fake-productivity-289x300.png 289w, https:\/\/toggl.com\/blog\/wp-content\/uploads\/2025\/03\/Fauxdivity-statistics-about-fake-productivity-768x798.png 768w, https:\/\/toggl.com\/blog\/wp-content\/uploads\/2025\/03\/Fauxdivity-statistics-about-fake-productivity-389x404.png 389w, https:\/\/toggl.com\/blog\/wp-content\/uploads\/2025\/03\/Fauxdivity-statistics-about-fake-productivity-732x760.png 732w, https:\/\/toggl.com\/blog\/wp-content\/uploads\/2025\/03\/Fauxdivity-statistics-about-fake-productivity-578x600.png 578w, https:\/\/toggl.com\/blog\/wp-content\/uploads\/2025\/03\/Fauxdivity-statistics-about-fake-productivity-776x806.png 776w, https:\/\/toggl.com\/blog\/wp-content\/uploads\/2025\/03\/Fauxdivity-statistics-about-fake-productivity-108x112.png 108w, https:\/\/toggl.com\/blog\/wp-content\/uploads\/2025\/03\/Fauxdivity-statistics-about-fake-productivity.png 1080w\" sizes=\"auto, (max-width: 986px) 100vw, 986px\" \/><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\">7 reasons employee performance suffers&nbsp;<\/h2>\n\n\n\n<p>Low productivity is often rooted in systemic or leadership challenges. Before jumping to conclusions that your employees are &#8220;slacking off,&#8221; it&#8217;s crucial to examine the bigger picture. Here&#8217;s why poor performance can set in and what leaders can do to fix it.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">1. Employees have too much busy work&nbsp;<\/h3>\n\n\n\n<p>Busy work refers to tasks that give the illusion of productivity but have little to no meaningful impact on company goals. The endless email threads, redundant meetings, and manual data entry leave employees feeling drained without producing tangible results. Unfortunately, <a href=\"https:\/\/www.resume-now.com\/job-resources\/careers\/productivity-drain-report\" target=\"_blank\"><u>51% of employees<\/u><\/a> say their work &#8220;often&#8221; or &#8220;always&#8221; involves busy work. Alarmingly, 29% estimate that these low-value tasks consume at least a quarter of their week.<\/p>\n\n\n\n<p>This is both frustrating <em>and<\/em> costly. According to Resume Now, 37% of people report busy work takes up 25\u201350% of their daily workload, while 10% say it consumes more than half of their time. Add the 44% who have experienced multiple abandoned projects without explanation, and it&#8217;s clear that inefficiencies are rife. Even worse, 54% of employees lack a voice in addressing these issues.<\/p>\n\n\n        <div class=\"mb-8 top-tip\">\n            \n                            <span class=\"block text-dark-purple-100 opacity-60 uppercase mb-2 text-sm font-bold\">\ud83d\udccc TLDR<\/span>\n            \n            <div class=\"bg-yellow-30 border-t-[3px] border-yellow-100 px-6 pt-6 pb-2\"><p>Busy work stifles creativity and innovation and also contributes to burnout and disengagement. But leaders can change all this by streamlining processes and empowering employees to focus on work that will truly move the needle.<\/p>\n<\/div>\n        <\/div>\n    \n\n\n<h3 class=\"wp-block-heading\">2. Managers don\u2019t know how to set clear expectations<\/h3>\n\n\n\n<p>Unclear goals and inconsistent messaging are serious productivity killers. Picture a marketing team pouring dozens of work hours into a campaign that wasn\u2019t actually a priority because their manager failed to communicate the quarterly goals.&nbsp;<\/p>\n\n\n\n<p>Managers can provide specific, measurable, achievable, relevant, and time-bound (SMART) goals to avoid this misalignment and set clear expectations.<\/p>\n\n\n\n<p><strong>Example<\/strong>: A marketing manager might set a <a href=\"https:\/\/toggl.com\/blog\/employee-time-management-goals\"><u>SMART goal<\/u><\/a> like:<em> \u201cIncrease the company\u2019s social media engagement rate by 20% within six months by posting five targeted content pieces per week across LinkedIn, Instagram, and Twitter.&#8221;<\/em><\/p>\n\n\n\n<p>This goal is:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Specific<\/strong>: It focuses on social media engagement<\/li>\n\n\n\n<li><strong>Measurable: <\/strong>It\u2019s defined by a 20% increase<\/li>\n\n\n\n<li><strong>Achievable<\/strong>: It\u2019s realistic, based on the available resources<\/li>\n\n\n\n<li><strong>Relevant<\/strong>: It aligns with the company\u2019s marketing strategy<\/li>\n\n\n\n<li><strong>Time-bound<\/strong>: It involves a six-month deadline<\/li>\n<\/ul>\n\n\n\n<p>Without this clarity, even the most talented employees struggle to thrive. As Joel Popoff, CEO of <a href=\"https:\/\/axwellwallet.com\/\" target=\"_blank\"><u>Axwell<\/u><\/a>, puts it, &#8220;The easiest way to get people moving in the right direction is to set performance expectations and clear metrics together monthly or weekly. When they take part in the goal-setting process, they feel empowered and motivated.&#8221;&nbsp;<\/p>\n\n\n\n<p><a href=\"https:\/\/www.resume-now.com\/authors\/keith-spencer\" target=\"_blank\"><u>Keith Spencer<\/u><\/a>, Career Expert for Resume Now, adds, \u201cAssessing productivity means focusing on <em>outcomes<\/em>, which starts with setting clear goals and evaluating deliverables against established standards.\u201d<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">3. Managers are guilty of micromanaging&nbsp;<\/h3>\n\n\n\n<p>Micromanagement is a surefire way to stifle creativity, kill morale, and create an environment of distrust. According to a Monster poll, <a href=\"https:\/\/learnmore.monster.com\/workplace-red-flags-poll-results\" target=\"_blank\"><u>73% of workers<\/u><\/a> consider micromanagement the biggest workplace red flag, with 46% stating it would drive them to quit their employer entirely.&nbsp;<\/p>\n\n\n\n<p>This toxic management style, where every detail is scrutinized, damages employees&#8217; confidence and autonomy. Research from IngentaConnect highlights that <a href=\"https:\/\/www.ingentaconnect.com\/content\/phoenix\/osd\/2022\/00000022\/00000001\/art00006\" target=\"_blank\"><u>micromanaging managers<\/u><\/a> &#8220;strip others of their self-confidence and self-efficacy, leaving them uncertain what they should think, do, or feel without permission.&#8221;<\/p>\n\n\n\n<p>Separate research finds millennials, in particular, value autonomy, with <a href=\"https:\/\/www.emerald.com\/insight\/content\/doi\/10.1108\/lodj-07-2022-0329\/full\/html?utm\" target=\"_blank\"><u>73% stating they prioritize manager trust<\/u><\/a> and opportunities to make their own decisions.&nbsp;<\/p>\n\n\n\n<p>CEO Nate Banks emphasizes, &#8220;Micromanaging is not the same as holding someone accountable. Employees need autonomy and trust, but they also need measurable goals, frequent check-ins, and helpful feedback. Finding the right balance between independence and guidance transforms underperforming employees into productive ones.&#8221;<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"538\" src=\"https:\/\/toggl.com\/blog\/wp-content\/uploads\/2025\/03\/Nate-Banks-quote-about-micromanagement-1024x538.png\" alt=\"Nate Banks quote about micromanagement\" class=\"wp-image-56633\" srcset=\"https:\/\/toggl.com\/blog\/wp-content\/uploads\/2025\/03\/Nate-Banks-quote-about-micromanagement-1024x538.png 1024w, https:\/\/toggl.com\/blog\/wp-content\/uploads\/2025\/03\/Nate-Banks-quote-about-micromanagement-300x157.png 300w, https:\/\/toggl.com\/blog\/wp-content\/uploads\/2025\/03\/Nate-Banks-quote-about-micromanagement-768x403.png 768w, https:\/\/toggl.com\/blog\/wp-content\/uploads\/2025\/03\/Nate-Banks-quote-about-micromanagement-746x392.png 746w, https:\/\/toggl.com\/blog\/wp-content\/uploads\/2025\/03\/Nate-Banks-quote-about-micromanagement-1152x605.png 1152w, https:\/\/toggl.com\/blog\/wp-content\/uploads\/2025\/03\/Nate-Banks-quote-about-micromanagement-1143x600.png 1143w, https:\/\/toggl.com\/blog\/wp-content\/uploads\/2025\/03\/Nate-Banks-quote-about-micromanagement-112x59.png 112w, https:\/\/toggl.com\/blog\/wp-content\/uploads\/2025\/03\/Nate-Banks-quote-about-micromanagement.png 1442w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<h3 class=\"wp-block-heading\">4. Employee burnout is rippling through your team&nbsp;<\/h3>\n\n\n\n<p>The World Health Organization categorized <a href=\"https:\/\/www.who.int\/news\/item\/28-05-2019-burn-out-an-occupational-phenomenon-international-classification-of-diseases\" target=\"_blank\"><u>employee burnout<\/u><\/a> as an &#8220;occupational phenomenon&#8221; in 2019, with fatigue, lack of enthusiasm, and irritability as telltale signs. Long hours, unrealistic deadlines, and lack of support often fuel this chronic problem, making it much worse than a short-term slump.<\/p>\n\n\n\n<p>Recent data is alarming: <a href=\"https:\/\/www.bcg.com\/press\/11june2024-half-of-workers-around-the-world-struggling-with-burnout\" target=\"_blank\"><u>48% of workers<\/u><\/a> across Australia, Canada, France, Germany, India, Japan, the UK, and the US currently struggle with burnout. It\u2019s even more common in women, LGBTQ+ employees, people with disabilities, and deskless workers, with up to 26% higher incidence rates.<\/p>\n\n\n\n<p>Unfortunately, <a href=\"https:\/\/asana.com\/resources\/anatomy-of-work\" target=\"_blank\"><u>one in four employees<\/u><\/a> experience burnout four or more times each year.&nbsp;<\/p>\n\n\n        <div class=\"mb-8 top-tip\">\n            \n                            <span class=\"block text-dark-purple-100 opacity-60 uppercase mb-2 text-sm font-bold\">\ud83d\udccc TLDR<\/span>\n            \n            <div class=\"bg-yellow-30 border-t-[3px] border-yellow-100 px-6 pt-6 pb-2\"><p>Addressing this level of burnout requires systemic changes: encourage reasonable workloads, provide mental health support for personal issues, set realistic deadlines, and foster open communication. Burnout isn\u2019t something employees can \u2018power through\u2019 \u2014 it\u2019s a signal that something in your workplace needs to change.<\/p>\n<\/div>\n        <\/div>\n    \n\n\n<h3 class=\"wp-block-heading\">5. The company work environment is toxic&nbsp;<\/h3>\n\n\n\n<p>A toxic work environment is one of the most significant contributors to low productivity. Studies show that toxic work environments increase stress levels, leading to higher turnover and absenteeism. According to research published in the <a href=\"https:\/\/pmc.ncbi.nlm.nih.gov\/articles\/PMC10924735\/\" target=\"_blank\"><u>National Library of Medicine<\/u><\/a>, employees in toxic environments report lower job satisfaction, diminished mental health, and decreased productivity.&nbsp;<\/p>\n\n\n\n<p>Signs of a toxic environment include:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Frequent conflicts<\/li>\n\n\n\n<li>Lack of support from management<\/li>\n\n\n\n<li>Favoritism<\/li>\n\n\n\n<li>Unclear communication<\/li>\n\n\n\n<li>Overcrowded spaces<\/li>\n\n\n\n<li>Lack of quiet areas<\/li>\n\n\n\n<li>Zero focus on wellness&nbsp;<\/li>\n<\/ul>\n\n\n\n<p>To foster a healthier work culture, companies must promote open communication, encourage team-building, and focus on creating an environment where team members never want to leave.&nbsp;&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">6. Employees don\u2019t feel rewarded for their hard work&nbsp;<\/h3>\n\n\n\n<p>Recognition is the fuel that keeps employees engaged. Without it, even the most dedicated team members can lose motivation. In fact, <a href=\"https:\/\/nectarhr.com\/blog\/employee-recognition-statistics\" target=\"_blank\"><u>83.6% of employees<\/u><\/a> say recognition directly impacts their motivation to succeed at work.&nbsp;<\/p>\n\n\n\n<p>Younger employees, especially those aged 18-24, are particularly driven by recognition, with 85% saying they would be more productive if their hard work was acknowledged. It doesn\u2019t have to be grand gestures or incentives \u2014 a shoutout in a team meeting, personalized feedback, or even an opportunity to take on a new project can boost morale.<\/p>\n\n\n\n<p>The numbers speak for themselves: 77.9% of employees say they&#8217;d be more productive with frequent recognition, and 71% admit that more regular praise would make them less likely to leave their jobs. Regular feedback matters too \u2014 98% of employees who receive daily recognition feel valued, compared to only 37% who receive it yearly.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">7. Employers have zero data on where time is spent<\/h3>\n\n\n\n<p>You can\u2019t fix what you can\u2019t see. When employers don\u2019t have clear data on where time is spent, they\u2019re essentially flying blind and left guessing about why their projects stall or their teams seem overwhelmed. Bottlenecks remain hidden, inefficiencies go unchecked, and productivity suffers.&nbsp;<\/p>\n\n\n\n<p>Tools like Toggl Track have <a href=\"https:\/\/toggl.com\/blog\/major-analytics-updates\"><u>built-in analytics<\/u><\/a> that deliver real insights into how your team spends its hours \u2014 not to micromanage but to help it work smarter. Is the team locked in meetings for too many hours of the week? Are certain tasks eating up more hours than expected? Toggl Track highlights these patterns, giving managers the data they need to reallocate resources and cut unnecessary tasks.<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"582\" src=\"https:\/\/toggl.com\/blog\/wp-content\/uploads\/2023\/10\/analytics-dashboard-1024x582.png\" alt=\"Toggl Track analytics dashboard\" class=\"wp-image-46821\" srcset=\"https:\/\/toggl.com\/blog\/wp-content\/uploads\/2023\/10\/analytics-dashboard-1024x582.png 1024w, https:\/\/toggl.com\/blog\/wp-content\/uploads\/2023\/10\/analytics-dashboard-300x170.png 300w, https:\/\/toggl.com\/blog\/wp-content\/uploads\/2023\/10\/analytics-dashboard-768x436.png 768w, https:\/\/toggl.com\/blog\/wp-content\/uploads\/2023\/10\/analytics-dashboard-1536x872.png 1536w, https:\/\/toggl.com\/blog\/wp-content\/uploads\/2023\/10\/analytics-dashboard-2048x1163.png 2048w, https:\/\/toggl.com\/blog\/wp-content\/uploads\/2023\/10\/analytics-dashboard-711x404.png 711w, https:\/\/toggl.com\/blog\/wp-content\/uploads\/2023\/10\/analytics-dashboard-1152x654.png 1152w, https:\/\/toggl.com\/blog\/wp-content\/uploads\/2023\/10\/analytics-dashboard-1419x806.png 1419w, https:\/\/toggl.com\/blog\/wp-content\/uploads\/2023\/10\/analytics-dashboard-112x64.png 112w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\">The key to a more productive workforce<\/h2>\n\n\n\n<p>Building a productive team isn\u2019t a magic trick. It involves practical strategies to help your team work smarter, stay engaged, and deliver results. Here are six of those strategies you can use to motivate your team.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">1. Inspire your people&nbsp;<\/h3>\n\n\n\n<figure class=\"wp-block-embed is-type-video is-provider-youtube wp-block-embed-youtube wp-embed-aspect-16-9 wp-has-aspect-ratio\"><div class=\"wp-block-embed__wrapper\">\n<iframe loading=\"lazy\" title=\"How to MOTIVATE the UNMOTIVATED | Simon Sinek\" width=\"500\" height=\"281\" src=\"https:\/\/www.youtube.com\/embed\/y7xAtSETznY?feature=oembed\" frameborder=\"0\" allow=\"accelerometer; autoplay; clipboard-write; encrypted-media; gyroscope; picture-in-picture; web-share\" referrerpolicy=\"strict-origin-when-cross-origin\" allowfullscreen><\/iframe>\n<\/div><\/figure>\n\n\n\n<p>Inspiration drives commitment. Author and inspirational speaker Simon Sinek puts it perfectly:&nbsp;<\/p>\n\n\n\n<p>\u201cWe have to inspire people. We have to give them that sense of cause and vision that their work is worth more. We have to make them feel like they matter \u2014 that they&#8217;re seen and heard and understood. What ends up happening is those people are not only more motivated and inspired, but if they&#8217;re offered a better, higher-paying job somewhere else, they turn it down. Because it\u2019s not just about the bonuses and the money; it\u2019s because they would rather be here with these wonderful people.\u201d<\/p>\n\n\n\n<p>One way to inspire employees is to tap into their strengths. <a href=\"https:\/\/www.workinggenius.com\/about\/assessment\" target=\"_blank\"><u>The Six Types of Working Genius assessment<\/u><\/a> by Patrick Lencioni helps leaders identify what energizes their team members. Whether it\u2019s invention, discernment, galvanizing, enablement, tenacity, or wonder \u2014 knowing what sparks enthusiasm in your employees allows you to assign tasks that align with their natural talents, making them feel valued and motivated every \ud83d\udc4fsingle \ud83d\udc4f day \ud83d\udc4f.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">2. Ensure role clarity&nbsp;<\/h3>\n\n\n\n<p>Unproductivity often stems from confusion rather than incompetence. According to Gallup, only <a href=\"https:\/\/www.gallup.com\/workplace\/608675\/new-workplace-employee-engagement-stagnates.aspx\" target=\"_blank\"><u>45% of employees<\/u><\/a> know what they\u2019re supposed to be doing at work! So, how can we possibly expect our teams to be productive when less than half understand what we need?&nbsp;<\/p>\n\n\n\n<p>Damien Filiatrault, CEO of <a href=\"https:\/\/www.scalablepath.com\/\" target=\"_blank\"><u>Scalable Path<\/u><\/a>, emphasizes, \u201cUnproductive employees are rarely inherently so. Success starts with clarity and enablement. Make sure every team member knows what their role is, their goals, and how their individual efforts contribute to the overarching objectives.\u201d<\/p>\n\n\n\n<p>Achieve this role clarity by outlining clear job descriptions, setting specific goals, and explaining how each role fits into the company\u2019s bigger picture. This isn\u2019t a one-and-done process. As your company grows, and the scope of each role changes, be sure to update your job descriptions at least annually so they remain relevant.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">3. Monitor processes&nbsp;<\/h3>\n\n\n\n<p>Teams using inefficient processes cannot be productive. Jacob Barnes, Co-Founder of <a href=\"https:\/\/flowsavvy.app\/\" target=\"_blank\"><u>FlowSavvy<\/u><\/a>, puts it simply: \u201cIt\u2019s mostly workflows that cause problems, <em>not<\/em> employees. If people aren\u2019t motivated, there\u2019s usually an issue with the system rather than the individual.\u201d<\/p>\n\n\n\n<p>Processes that are too complex, outdated, or poorly managed can overwhelm employees and reduce efficiency. Sometimes workloads are unbalanced, or employees lack the right tools and training, seriously hindering teamwork. One employee might struggle with a heavy workload, while another may need more training in specific software or time management.<\/p>\n\n\n\n<p>Review workflows regularly to spot inefficiencies, gather feedback from your team, and provide the necessary resources or coaching to help them succeed. A well-monitored process ensures employees can focus on what truly matters without unnecessary roadblocks.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">4. Equip employees with tools to succeed&nbsp;<\/h3>\n\n\n\n<p>Without essential tools, training, and systems, even the most capable teams can struggle. Damien Filiatrault advises, \u201cInstead of labeling employees as unproductive, ask, \u2018Have I equipped them to succeed?\u2019 When tools and training align with clear expectations, productivity emerges naturally.\u201d<\/p>\n\n\n\n<p>Inefficiency often stems from ambiguity. As Filiatrault notes:&nbsp;<\/p>\n\n\n\n<p>\u201cTools such as project management platforms can provide better structure to teams and the organization by enhancing visibility and tracking accountability. Even the best developers and project managers can become disoriented without the right tools to structure tasks and communicate effectively.\u201d<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">5. Encourage continuous learning&nbsp;<\/h3>\n\n\n\n<p><a href=\"https:\/\/learning.linkedin.com\/content\/dam\/me\/learning\/en-us\/images\/lls-workplace-learning-report\/2025\/full-page\/pdfs\/LinkedIn-Workplace-Learning-Report-2025.pdf\" target=\"_blank\"><u>91% of learning and development pros<\/u><\/a> agree that continuous learning is more important than ever for career success. And this makes sense \u2014 when employees acquire new skills, they can quickly adapt to new challenges and contribute more effectively.&nbsp;<\/p>\n\n\n\n<p>Scalable Path&#8217;s Damien Filiatrault agrees. \ud83d\udc47<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"538\" src=\"https:\/\/toggl.com\/blog\/wp-content\/uploads\/2025\/03\/Damien-Filiatrault-quote-about-stagnation-in-unproductive-teams-1024x538.png\" alt=\"Damien Filiatrault quote about stagnation in unproductive teams\" class=\"wp-image-56634\" srcset=\"https:\/\/toggl.com\/blog\/wp-content\/uploads\/2025\/03\/Damien-Filiatrault-quote-about-stagnation-in-unproductive-teams-1024x538.png 1024w, https:\/\/toggl.com\/blog\/wp-content\/uploads\/2025\/03\/Damien-Filiatrault-quote-about-stagnation-in-unproductive-teams-300x157.png 300w, https:\/\/toggl.com\/blog\/wp-content\/uploads\/2025\/03\/Damien-Filiatrault-quote-about-stagnation-in-unproductive-teams-768x403.png 768w, https:\/\/toggl.com\/blog\/wp-content\/uploads\/2025\/03\/Damien-Filiatrault-quote-about-stagnation-in-unproductive-teams-746x392.png 746w, https:\/\/toggl.com\/blog\/wp-content\/uploads\/2025\/03\/Damien-Filiatrault-quote-about-stagnation-in-unproductive-teams-1152x605.png 1152w, https:\/\/toggl.com\/blog\/wp-content\/uploads\/2025\/03\/Damien-Filiatrault-quote-about-stagnation-in-unproductive-teams-1143x600.png 1143w, https:\/\/toggl.com\/blog\/wp-content\/uploads\/2025\/03\/Damien-Filiatrault-quote-about-stagnation-in-unproductive-teams-112x59.png 112w, https:\/\/toggl.com\/blog\/wp-content\/uploads\/2025\/03\/Damien-Filiatrault-quote-about-stagnation-in-unproductive-teams.png 1442w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<h3 class=\"wp-block-heading\">6. Commit to regular check-ins<\/h3>\n\n\n\n<p>Finally, how can you know what your team needs without checking in? Regular <a href=\"https:\/\/toggl.com\/blog\/team-status-updates\"><u>team status updates<\/u><\/a> create space for open communication, feedback, and support.&nbsp;<\/p>\n\n\n\n<p>Jacob Barnes, Co-Founder of FlowSavvy, suggests, \u201cFind out what\u2019s going on through regular meetings and tailor your efforts to the individual. Create performance improvement plans and mock-up weekly calendars together so employees can get those visuals of what they should do, when they should do it, and how long it should take to accomplish each task.\u201d<\/p>\n\n\n\n<p>Need an extra tip? Barnes continues, \u201cHave the employee take notes throughout the week on their progress and then schedule regular follow-up meetings to revisit the plan, make adjustments as needed, and celebrate successes together.\u201d<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Improve employee productivity with Toggl Track<\/h2>\n\n\n\n<p>Toggl Track helps teams understand how their time is spent <em>without <\/em>invading anyone\u2019s privacy. Employees have full autonomy over their data \u2014 they control all their own time entries and can share, adjust, or delete them at any time. Our strict <a href=\"https:\/\/toggl.com\/track\/anti-surveillance-statement\/\"><u>anti-surveillance stance<\/u><\/a> means there\u2019s no stealth tracking or creepy screenshots \u2014 just transparent tools that help employees manage their day better.&nbsp;<\/p>\n\n\n\n<p>Here are three examples of how teams benefit from Toggl Track, each showcasing a key feature:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Design teams<\/strong> can use Toggl Track to log their time on brainstorming, revisions, and dealing with a client\u2019s constructive feedback. When each designer shares their data with their manager or the rest of the team, it\u2019s easier to estimate future projects more accurately and <a href=\"https:\/\/toggl.com\/blog\/how-to-prioritize-projects\"><u>meet every deadline<\/u><\/a>.&nbsp;<\/li>\n\n\n\n<li><strong>Consultancy firms<\/strong> can track their billable hours per client. Toggl Track allows consultants to generate detailed reports to<a href=\"https:\/\/toggl.com\/blog\/types-of-invoices\"> <u>create accurate invoices<\/u><\/a>. This intel also enables them to identify profitable areas and improve efficiency.&nbsp;<\/li>\n\n\n\n<li><strong>Marketers <\/strong>can <a href=\"https:\/\/toggl.com\/blog\/what-is-time-tracking\"><u>track time<\/u><\/a> across various tasks such as content creation, campaign management, and reporting. Toggl Track\u2019s insights help them prioritize high-impact activities and <a href=\"https:\/\/toggl.com\/blog\/resource-allocation\"><u>allocate resources<\/u><\/a> where they\u2019re needed most.<\/li>\n<\/ul>\n\n\n\n<p>Ready to boost productivity in your organization? <a href=\"https:\/\/toggl.com\/track\/demo-request\/\"><u><strong>Book a free demo<\/strong><\/u><\/a> and explore how Toggl Track can improve your team while respecting everyone\u2019s privacy.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Global productivity has jumped sixfold in 30 emerging economies over the past 25 years, which sounds great \u2014 but it doesn\u2019t tell the whole story.&nbsp;&#8230;<\/p>\n","protected":false},"author":650,"featured_media":56627,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[753],"tags":[],"class_list":["post-56626","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-productivity"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.2 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Managing Unproductive Employees: Insights From the C-Suite<\/title>\n<meta name=\"description\" content=\"Unproductive employees aren\u2019t lazy. See what the C-suite is saying about how to spot and fix productivity issues before they reach the entire team.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/toggl.com\/blog\/unproductive-employees\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Managing Unproductive Employees: Insights From the C-Suite\" \/>\n<meta property=\"og:description\" content=\"Unproductive employees aren\u2019t lazy. 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