Spotting problems early is the key to improving performance. These red flags often show up before bigger issues surface—and they’re almost always fixable. Here are 10 signs your operations may need attention, along with practical next steps to address them.
No One Owns the Process
Frequent Workarounds
Red Flag: When you ask “Who’s responsible for this?” and get silence—or five different answers.
What to Do: Assign a clear owner. Ownership doesn’t mean doing all the work—it means being accountable for the outcome.
Red Flag: Teams routinely bypass the standard process to “get it done.”
What to Do: Don’t punish the workaround—study it. It often reveals where the actual workflow needs updating.
Inconsistent Results
Missed Hand-Offs
Red Flag: The same process produces different outcomes depending on who’s involved.
What to Do: Standardize with simple SOPs, checklists, or templates. Consistency builds reliability.
Red Flag: Tasks get delayed or dropped between teams.
What to Do: Map the process and define clear transition points. Add notifications or check-ins if needed.
Reactive Firefighting
Redundant Tools or Systems
Red Flag: Everyone’s in constant catch-up mode, with little time for proactive work.
What to Do: Identify root causes behind recurring issues. Build a buffer for planning and prevention.
Red Flag: Multiple platforms doing similar things—or no one knows which tool to use.
What to Do: Audit your tools. Eliminate duplicates, clarify primary systems, and ensure people are trained.
Slow Decisions
Lack of Metrics
Red Flag: Projects stall while waiting for approvals or clarity.
What to Do: Define decision rights. Use lightweight frameworks to clarify who decides what.
Red Flag: Teams can't say how success is measured—or if things are improving.
What to Do: Start with just 1–3 key metrics per function. Make them visible and tie them to outcomes.
No Follow-Through on Initiatives
People Are Frustrated (but Quiet)
Red Flag: Improvement projects start strong but quietly fade out.
What to Do: Scope smaller efforts with clear deliverables and checkpoints. Celebrate wins, even small ones.
Red Flag: Morale is low, but feedback is missing.
What to Do: Ask more often—and listen actively. Frustration is often a signal of broken systems, not broken people.
Red flags aren’t failures—they’re invitations. Treat them as signals, not verdicts. The sooner you name them, the faster you can move toward clarity, alignment, and better performance.