5 Tips to Workforce Productivity for Business Leaders

January 1st ushers in a new year and a new beginning. Most people map out new routines and habits during this period and set ambitious goals to make this year different and better than the last. Unfortunately, research shows that most people's enthusiasm for and dedication to New Year's resolutions disappears by February.

1. Celebrate Progress

Exceptional efficiency should be recognized, praised, and rewarded. You have access to top executives and can captivate team calls and organization-wide distribution lists at your level. You have an infinite number of mediums at your disposal, and you should use them all. However, I caution you to first decide what true productivity looks like (hint: there's an app for that). Long hours, high email volume, meeting supremacy, and other imposer productivity habits should be avoided. Instead, recognise and reward productive and concentrated work, committed problem-solving, and innovative teamwork that produces tangible results. This is possible with help of the best employee time tracking software, which will help you to recognise the employee’s productive time and how he spent that time.

Recognise at least one employee who is a role model for optimal productivity. This can range from a formal promotion to a team or company-wide shoutout through a chat app such as Slack or MS Teams. What counts is that you model the actions you want everyone in the company to emulate.

2. Be Human

Share your productivity woes, and do so often. It can be difficult to accept that even you, as a leader, fail to be effective on certain days. It could be the product of a disturbed night's sleep, a teething toddler, or a marathon approach. Whatever your efficiency stumbling blocks are, they bring you back to earth, just like the rest of us.

Sharing your efficiency woes necessitates being aware of them. Begin by writing a few words about your current productivity levels in the middle of the day. Are you exhausted? Do you have a sense of being disengaged? Do you have a feeling of being overwhelmed? Do you have a strong sense of motivation and focus?

Don't miss out on the chance to honestly answer the question, "How are you?" at the beginning of each call. Share your true answer with your coworkers. It would be greatly appreciated.

3. It's More Important to Concentrate on The Friction Than the Fries

Begin by outlining the process you want teams to follow to accomplish a specific goal. Determine the source of the friction. Consult the team's leaders. Concentrate on figuring out what slows things down and what leads to mistakes. Listen for descriptive terms like "annoying," "frustrating," or "waste of time" in employee reviews. Consider how to minimise any existing pressure.

When I was learning about McDonald's activities, I first heard this saying. In one exercise, I had to figure out how to fry french fries faster while keeping their consistency consistent.

The solution, it turned out, was to avoid looking up at the number of fries and instead focus on all that happened before the fries were dropped into the oil. Shortening the distance to the freezer, removing the double packaging that took longer to open, and adding a second timer to eliminate the need to interrupt the process when resetting the first were all part of the strategy.

4. Stop the 'Bandwagon Influence'.

People also become uncomfortable when they hold an opposing viewpoint to the majority of a community. As a result, many workers would obey the majority's view or course of action, even though they are reluctant on the inside. Before you know it, you've achieved alignment because you've built an environment where dissenters are hesitant to share their opinions. This is not only a huge efficiency bottleneck for the workers, but it also puts the company at risk. If you look up any recent data breach, for example, you'll always find stories about workers who alerted others in the company about possible threats, or who were informed of problems but didn't speak up for fear of retaliation – and you'll see how the bandwagon effect can have a serious impact.

So, how do you avoid the herd mentality? Enable workers to share their creative ideas on a one-on-one basis. You'll gain fascinating and truthful insights into everyone's perspectives, and you'll see when you may need to air those differing viewpoints in a forum.

5. Keep the Halo Effect in Mind

The Halo Effect is a well-documented social-psychology phenomenon that causes people to be biassed in their decisions by shifting their feelings about one attribute of something to other, unrelated attributes, according to the Nielsen Norman Group. To put it another way, people are more likely to agree with your proposal if they already believe you have brilliant ideas. Doesn't it sound nice?

What is the safest way to stop the halo effect? Begin by refraining from offering your opinion and encouraging others to do so first. Challenge the halos of others and encourage them to challenge yours. Consider it a red flag if the entire room agrees with the leader without question or further investigation.

It's All About Momentum When it Comes to Employee Efficiency:

Although each employee must consider how they handle their success, the full potential of the workforce is ultimately dependent on dedicated leaders. This, like any worthwhile target, necessitates consistent action by fostering an atmosphere that welcomes a variety of viewpoints, assessing productivity regularly, soliciting feedback, and rewarding positive outcomes.

Leaders play an important role in workforce success, so make sure you're modeling the habits you're asking workers to follow if you want the changes to stick.

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