Blockers

Meaning & Definitions

A blocker can be simply defined as something that stops progress for employees, teams, or projects. An example of a common blocker in both HR and workplace environments is the inability to approve someone’s request or lack of access to the right systems. Other examples include unclear job descriptions and roles, lack of skills, or delays in getting policies through an approval process. Removing blockers enables the organization to maximize its productivity and continue working efficiently.

Importance of Blockers

• The increase in team productivity and delivery speed.
• Enables the project manager to identify process gaps and inefficiencies and make improvements.
• Facilitates better project and performance management.
• Promotes a culture of proactive problem-solving and accountability.
• Reduces employee frustration and time loss from delays in the workplace.

Statutory & Policy Alignment

There is no particular legislative reference associated with this term.

The process by which blockers are managed should relate to:

• The company’s internal process and workflow policies.
• The company’s project governance and approval process.
• The company’s performance monitoring and escalation processes.

The more clearly defined the relationships of ownership and escalation paths, the more quickly these blockers can be addressed.