Managing, leading and micromanaging have a thin border between them. Getting it Right is the hardest part of your position. Here are a few tips to help you find the right path.
1. Celebrate progress
Exceptional productivity should be recognized, praised, and rewarded over and over and over again!!! You have an infinite number of mediums at your disposal, and you should use them all. But – be sure of what real productivity looks (you can always try our tool for that).
Long hours, high email volume, meeting dominance, and other imposter productivity behaviours should be avoided. Instead, recognize and reward effective and focused work, committed problem-solving, and innovative collaboration that produces tangible results (again come see our tools!).
2. Be human and understand
Share your own productivity battles. It can always seem daunting to admit you are still struggling to be productive. It might be because of a bad night's sleep, a whiny child, or a back ache. They make you as real as the rest of us, regardless of your individual productivity inhibitors.
You need to be in harmony with your productivity struggles, and understand your workers. Begin by writing your current productivity levels in the middle of the day. Are you tired? Are you tired? Feel uncompromising? Are you overwhelmed? Are you motivated and concentrated? You can better connect with your employees and connect to them by focusing on your own productivity at work – good, bad, and ugly.
3. Remember the Halo Effect
The Halo effect, according to the Nielson Norman group is a well documented phenomenon of social-psychologies, which causes people to take a partial view of one characteristic of something to be transferred to another unrelated, characteristics. In other words, you probably agree with your idea because you think you already have great ideas. Sounds good, doesn't it? Healthy debate, creative thinking, and the suppression of various ideas are more likely to be sabotaged. Rethink everything, even if you already know it!
4. Prevent the herd mentality
People are often uncomfortable with the opinion that the majority holds in a group. As a result, many employees will agree with the view or action plan of the majority and remain hesitant in depth. You think before you know that you are aligned when in fact you have dissidents reluctant to express their views.
This is not only a major productivity block for the workforce, it also poses great risks to the company. Take a look at any recent data failure, for example; you will often find people who warn others in the organisation of potential risk or who have been aware of problems but have not talked out of fear of reactions – and you will understand how the herd effect could have a serious impact.
So, how do you avoid the herd mentality? Allow employees to share their unique ideas individually. You will gain interesting and honest insights into the opinions of all and see where you may have to present these different views in a forum.
5. Care about the friction around the job, not the job
How can one speed up the frying process? Not by frying faster, but by paying attention to everything that is going on in the process before the frying begins, and after its done. For example, reducing the distance to the freezer, eliminating double packaging that takes longer to open, and adding a second timer to eliminate the need to stop the process while resetting the first... As a leader, you must focus on the friction that is impeding your team's productivity in order to effectively enable employees to complete the work for which they were hired.
Begin by outlining the process you want teams to follow in order to achieve a specific goal. Determine the source of the friction. Consult your team's leaders. Concentrate on figuring out what slows things down and what leads to errors. Listen for specific words like "annoying," "frustrating," or "waste of time" in employee feedback.
Consider how to alleviate any existing friction. Your team will be better able to achieve desired outcomes faster while also enjoying their work if you focus on removing obstacles or streamlining inefficient operational processes. This is a true win-win situation for both the company and the employees.
Workforce productivity is about momentum
While it is the responsibility of each employee to consider how they manage their own productivity, the full potential of the workforce is ultimately dependent on committed leaders. This, like any worthwhile goal, necessitates taking consistent action by fostering an environment that welcomes a variety of viewpoints, measuring productivity on a regular basis, soliciting feedback, and rewarding positive outcomes. Leaders play an important role in workforce productivity, so make sure you're modelling the behaviours you're asking employees to adopt if you want the changes to stick.
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