Creating false urgency at workplace and how to overcome it.

  1. First and foremost invite the employees to understand the need for this urgency. If the employees understand the benefits of this process they are better able to focus on the advantages than the disadvantages. Quantify and visualise how their sense of urgency helps them and the rest of your organisation (fingerprintforsuccess, n.d.).
  2. If you are someone who holds a managerial position then aim to create an environment that you yourself would feel happy to work in. No employee would want to work within an environment that induces stress, panic and sacrifices one’s mental and physical health. Put forth values such as integrity, fairness, growth, teamwork and learning while respecting your employee’s health.
  3. It is important to set realistic deadlines and not idealistic ones. For a company to perform well, deadlines are essential to keep everyone on track and focused. But we all know how terrifying big deadlines can be and hence smaller deadlines would be much more beneficial in developing urgency without worrying employees. For example, setting a deadline for two weekly reports per month, rather than eight reports at the end of every month.
  4. While it sounds paradoxical, urgency can only be fruitful in the presence of calmness. Valuing the essence of staying calm in chaotic work culture and tackling problems with a focused mind rather than a panicked one will always be profitable for companies.
  5. Acknowledging accomplishments must become as important as ‘getting things done’. If the need to foster a sense of urgency overpowers the ability to recognise how much the company has achieved and grown, it beats the purpose of learning from and completing tasks and subsequently moving on to the next one.

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