Connect with us

Increasing Productivity

Improving on Lowered Staff Performance

Learning how to deal with different working styles is a sure way to improve productivity.

Entrepreneur

Published

on

ImproveLoweredStaffPerform

What are the signs of lowered performance in your organisation? To start, employees don’t look busy. Individual, team or unit productivity has decreased from where it should be. Morale is down. And you sense that “things” could be better.

If these are the signs, what are the effects? Certainly workers could be more satisfied; but they’re not. Their lack of energy results in less spontaneity and productivity. Revenue and profitability suffer, as does individual satisfaction.

So what can you do? First take the temperature of the work environment. You need to gather data to support your thoughts and impressions; compare the current quarter’s numbers with those from previous quarters. Look at and compare individual rates of productivity. Then gather impressions from other supervisors or managers to share and compare individual perspectives and perceptions. Finally, summarise your data into conclusions.

Getting the Most Out of Employees

To get the most out of each employee:

  • First ask the employee his opinion of the situation and then address the concerns.
  • Next, help the employee understand his needs in terms of direction, structure and control. To save the situation and improve productivity, start with clarification of working styles.
  • Then look for opportunities to reach compromises between individual needs and motivational styles.

Addressing the Employees

Next, prepare to meet with the employee in question. This isn’t a formal performance interview; it’s simply a conversation supported by factual data and impressions. Start by asking the employee what his or her perception of work output is. Sometimes employees don’t realise that their performance has been decreasing or that an issue exists.  Sometimes they may be aware of the issue, but try to hide the matter, hoping you don’t notice. The issues can be professional or personal, but either way, they can be distracting the employee from optimal job performance. That’s where you need to intervene. Present your data comparing current performance with past performance, as well as your perceptions of the problem.

Your goal is to help the employee identify the cause of the decreased productivity and motivation. This is where Douglas McGregor, a renowned motivation theorist, can offer insight into what the motivational issues and results may be. McGregor would suggest that you identify the amount of direction the employee needs:

Some people need clear and very specific input from a supervisor as to what a particular task entails, who to involve, what the final product or service will look like, and what the steps are to accomplish the goal. They expect management to provide formal direction, and they don’t seek additional responsibility. When job specifics aren’t provided, aren’t clear or aren’t sufficient, the employee won’t be motivated. His or her work performance will be less than optimal.

To increase output, satisfaction and success for this type of worker, simply be more precise, detailed and explicit about the goals, processes and people involved in the project or task. This solution assumes, of course, that you have the time and patience to devote to this employee. If you don’t, then he or she is unlikely to be effective. Ironically, that person will tend to blame you for not providing enough input and encouragement.

Other employees don’t like a lot of structure, input and direction from you. These workers function very well when you give them minimal amounts of control or oversight. They’re capable of self-direction and self-control, and they like additional responsibility. They believe themselves capable of innovating and improving processes and procedures. These self-motivated and usually high-performing employees are a joy to work with because they are usually easy to get along with and serve as a role model for others.

Both types of employees can be problematic for an employer. If you’re a controlling leader, you would interact well with those employees who need your style of leadership. Similarly, if you’re more laissez-faire, you would work most successfully with more independent employees. The difficulty erupts when a hands-off leader works with an employee who needs a great deal of direction and structure or when a controlling leader works with more independent employees.

Differences in Styles

In the first case, the leader won’t provide enough direction to satisfy the employee. In the case of the controlling boss, this employee too will be unmotivated, unproductive and dissatisfied. In both cases, the problem is a mismatch between the needs of the employee and the needs of the leader.

Entrepreneur Magazine is South Africa's top read business publication with the highest readership per month according to AMPS. The title has won seven major publishing excellence awards since it's launch in 2006. Entrepreneur Magazine is the "how-to" handbook for growing companies. Find us on Google+ here.

Advertisement
Click to comment

You must be logged in to post a comment Login

Leave a Reply

Increasing Productivity

Use Talent As Your Key Competitive Advantage In 2019

What separates top performing companies from their more mediocre counterparts?

Nadine Todd

Published

on

2019

Ever since Jim Collins wrote about getting the right people in the right seats on the bus in his best-seller Good to Great, there has been an ever-increasing focus on the role that talent plays in the success of an organisation.

But, If you thought that great companies are successful because they attract, hire and can afford more talented employees, you’d be dead wrong. While conducting research for their book, Time, Talent, Energy: Overcome Organizational Drag & Unleash Your Team’s Productive Power, Bain & Company experts Michael Mankins and Eric Garton evaluated the relative productivity of 308 companies worldwide, and found that on average, all roles, across organisations, are made up of 14% A-level talent. This statistic holds true for the best-performing companies as well as poor performers.

In fact, the top-performer in their focus group was 40% more productive than the rest, but did not have significantly more A-level talent. This means that they had achieved what their peers had by 10am on a Thursday — and then continued to produce for the next two days.

As you head into a new year, consider what you could have achieved with an additional 90 to 100 days over the course of the past year? Where would your company be now?

Unlocking your potential

If talent is not the deciding factor, then what is? According to Mankins and Garton, it’s how that talent is deployed. They found that most companies have one A-level talent per team, spreading talent evenly across the organisation.

The problem is that this doesn’t take critical roles into account. Organisations that take the time to map critical positions within the company that directly impact key business objectives tend to be more productive. Why? Because their A-players are in the right positions and not wasted on non-critical roles that could just as easily be filled by B-players.

As an entrepreneur or team leader, your role is to grow your business or department. Your people are key to achieving this, so consider the talent you have to work with:

  • Are your top players in mission-critical roles?
  • Can they directly impact revenue growth?
  • Are they filling roles that a B-player can just as easily do, and which won’t impact revenue if the same level of productivity or efficiency is not achieved?

Related: Competitor Analysis Example

Efficiency versus productivity

While you evaluate your workforce, consider how Mankins describes efficiency versus productivity.

Efficiency is when the same amount is produced with less. To become more efficient, businesses need to find wastage and eliminate it.

Productivity on the other hand is when we produce more with the same. This is achieved when you increase output per unit of input and remove any obstacles to productivity.

Lean organisations are very good at finding efficiencies. Growth organisations are highly productive. If you want to achieve both in 2019, start by ensuring your A-level talent are in the right positions. Then look at all the areas in your business that are costing you money and consider how you can strip those costs away without affecting your productivity. You do not want to hinder growth. You want to run a smarter, leaner business.

Finally, you don’t need to do it alone. Too many entrepreneurs work independently of their teams. You’ve hired great people — use them. What are their suggestions on improving productivity and efficiencies across the business? Ask the right questions and you may just discover talent you didn’t know you had.

Continue Reading

Increasing Productivity

Working Remotely? Why You Need A Car

The cars available at vehicle auctions in South Africa consist of both sedans and zippy hatchbacks which are perfect for town driving and will get you to your in-office meetings on time.

Amy Galbraith

Published

on

working-remotely

Remote work can be an amazing experience. You do not have to wake up at 5 am to beat the morning traffic and you can work from the comfort of your own home office (or bedroom). Working remotely can become lonely and you might have to visit the office for certain projects. This means that you will need to have a car.

If you are in search of an affordable but reliable car, vehicle auctions in Gauteng could provide the perfect car to meet your needs. Not sure why you need a car if you are working from home? Below are just some of the reasons why it is a necessity.

You might need to go into the office

While some remote work does not require you to be in the office, there are some instances that you might be required to go into the office. This can prove difficult if you do not have a car and have to rely on public transport.

Public transport can be unreliable, which means that you might not arrive on time for meetings or project conferences. Being on time for meetings and group chats is important, and being late can add to your stress levels. Having a car will help to make this journey easier. The cars available at vehicle auctions in South Africa consist of both sedans and zippy hatchbacks which are perfect for town driving and will get you to your in-office meetings on time.

Related: Is Remote Work Taking A Psychological Toll On Your External Workers? Researchers Say Yes

You will need to perform daily errands

Whether you work from home, from a coffee store or in an office, the truth of daily life is that there are always errands to run. And without a car, you might not be able to perform these errands easily.

Grocery shopping can become heavy to carry home if you walk, and an appointment in a suburb far from your own might have to be cancelled. While these might not be as important as your work, you will soon find it frustrating having to call for a lift from a service such as Uber whenever you need to leave home. Not only will this become costly, but you will find it ineffective if you are in a rush or need to be somewhere at a certain time.

You might get lonely

Remote work does allow you a lot more freedom, but you have to put in the same hours as an office job. And these hours can become lonely if you are cooped up inside all day, alone. Having a car will allow you to meet up with friends in the afternoon or weekends.

Auctions will provide you with a diverse array of cars to choose from, including 4×4 options for those who enjoy longer journeys and adventures. Becoming lonely can be distracting and cause you to run behind on your work. If you are looking at working remotely but know that you could fall victim to this feeling, be sure to socialise with friends and family whenever possible. Having your own car will make this possible.

There will be client meetings

Remote work will mostly mean that you work from home or from your favourite coffee store. But it can also involve meeting clients to discuss a brief, which can be tricky if you have to rely on public transport. Not only will being late cause you to stress, but it will be a bad representation of your company for the client.

If you are able to drive yourself to meetings in your own car, there is a higher chance of a successful meeting. An Uber driver might get lost and a bus might break down, but your own car is reliable and affordable. If you have to meet a client urgently about a project, having to rely on public transport can be disastrous.

It is vital to take the fact of client meetings into account when you decide to work remotely and ensure you are able to represent your company the best way possible.

Related: How Much Does Your Remote Team Actually Need to Know?

There will be company get-togethers

A company that consists mostly of remote workers is guaranteed to have regular get-togethers so that all the team members can meet each other and get to know one another. Sometimes, these get-togethers might be far away, and you will need an easy and effective mode of transport.

If you are in search of a car to get you from home to the next work gathering, the auction cars in Gauteng will certainly fit your needs. Not attending company get-togethers and events will reflect poorly on your ability to work in a team, regardless of if your team works together in an office or not. You will be able to learn more about your team and the company as a whole at these events.

Continue Reading

Increasing Productivity

5 Traits Of Highly-Effective Scrum Teams

Here are the top 5 traits of highly-effective scrum teams.

Published

on

scrum-teams

Scrum teams can make quick work of complex projects. But accomplishing your company goals by utilising a sprint team is difficult because effective scrum teams are so exceedingly rare.

If you’re thinking of assembling a scrum team, you have to be sure that you’re working with talented individuals who can tolerate the stress hyper-ambitious project management frameworks invite.

Agile teams are ones open to change, to communication, and to improving processes as they define them. Scrum teams have all these same qualities but are unique from agile teams in a few key ways.

You must search for key attributes that define great scrum teams before you begin your company’s next project. Here are the top 5 traits of highly-effective scrum teams:

1. Adaptive

Scrum is one of the leading frameworks implementing agile. Agile is an iterative process whereby teams are self-organised and self-motivated, delivering working products in cycles and measuring the progress of their project through these deliverables.

Scrum team members do not hesitate to change requirements, expand or minimise scope, or add or remove a planned feature from an end product.

Changing roles, revisiting processes, or scrapping failed plans is not unheard of for scrum teams. In fact, even changes late in the development process are encouraged.

2. Ambitious

Scrum defines the length of the iterative processes. The time spent on each cycle is defined as a sprint. With each sprint, which is usually only two weeks long, a small fragment of the project is completed.

Upon the completion of the sprint, the scrum master (or project manager) leads a retrospective, using past evidence and performance evaluations to determine how they will go about completing the next sprint. The sprint structure demands ambition.

Successful scrum teams are passionate and ambitious. With each new sprint, they concentrate their goal of continually improving and expanding what their team can accomplish.

3. Open to criticism

One of the foundational principles of scrum is continual improvement. The sprints and the project retrospectives between them serve to help the team better identify problems. In order for this to work, every team member must be open to constructive criticism.

In addition, they must understand how to apply this constructive criticism to make processes better. The team, therefore, must communicate clearly and concisely.

The team as a whole must be on the same page about improving processes. The team must be cohesive, open to mentorship, and gentle but honest communication.

4. Experienced

An experienced team is much more likely to lead your company to success than an inexperienced one. It seems like an obvious bit of wisdom but it is nonetheless true. While you may be attracted to hiring a young team of passionate and promising project managers and developers, it’s a better idea to bet on an experienced bunch.

Scrum is an incredible project management framework. Still, there is no substitute for experience. No matter how strong a framework may be, it cannot buttress your project against unexpected challenges – only experienced project managers can do that.

5. Co-operative

Scrum team leaders have to underscore the importance of constant communication on a regular basis. Ideally, scrum team members are cooperative, communicative, and transparent. The best scrum teams can achieve a high level of cooperation with little to no contentious feelings.

Additionally, scrum teams are cooperative with the organisation as a whole. Often, scrum teams want to communicate and cooperate with other departments within a company. Instead of working in the dark, scrum teams prefer to engage business people, product owners, and marketers with their development process.

Conclusion

Scrum is one of the most popular project management methodologies based on the agile approach. Scrum is everything agile is but with a bit more of a backbone.

Scrum teams embrace fast-paced environments that use an iterative process to handle complexity. As such, successful scrum teams are adaptive, ambitious, and co-operative. They are open to constructive criticism and can leverage retrospectives to better the project.

No matter how hard your team tries, they are sure to encounter challenges. Experienced scrum teams can handle this pressure with cool, calm, and collected demeanour.

Expert scrum teams are rare, but it is possible to assemble one with the proper attention to the traits that comprise the most effective scrum teams.

Continue Reading
Advertisement

SPOTLIGHT

Advertisement

Recent Posts

Follow Us

Entrepreneur-Newsletters
*
We respect your privacy. 
* indicates required.
Advertisement

Trending