4 things managers can do to improve employee productivity (Part 2)

In this section, we will continue to explore the remaining 2 issues that can help managers improve the productivity of their businesses.

1. Identify sources of influence

Sometimes leaders will also make mistakes that disrupt the progress and adversely affect the productivity of the entire process. Identifying and addressing the causes of these is the key to increasing productivity and productivity. In general, the causes are divided into three types: individuals, groups and leaders. When considering motivation as a source of influence managers must consider what is of interest to employees and how we can take advantage of it. Setting a system of reward and discipline for behaviors is a traditional but equally effective method.

On the other hand, managers also need to have a broader vision to recognize the effects of the environment, collectively, consider whether employees have the skills necessary for the job. Finally, determine whether the work environment of the tools and the work structure of the staff allow the task to be completed. Asking open-ended questions to employees is the best way for managers to identify these sources of influence, so that solutions can be improved to improve performance and efficiency.

2. Set goals and track

According to Rock, one of the authors of the book “Crucial Accountability,” one of New York Time’s best-selling books, it’s very important to set a target for tracking. He also gave a method of WWWF (Who does what, by when? Then, follow up) Who does what, when, then and tracks it. This approach shows each person what their specific task is to accomplish. It sounds simple but clear and specific language is of utmost importance when in doubt ask questions to test understanding and clarity and finally set specific deadlines, specific timelines for testing. Check the progress and ensure the responsibility of each person according to the schedule.

Besides, the SMART model is also a good application for both managers and employees:

• Specific: Specific, clear goals and because they are well defined in the first place, you know what you will need to do to achieve them.
• Measurable: The goal must be measurable, allow you to track the results and decide whether you have achieved the goal or not.
• Attainable: Can be achieved. No one is persistent in implementing a list of 30 jobs, but up to 20 cannot be completed. Your goals must be both within your capabilities but also a little challenging to motivate yourself to try your best.
• Relevant: The goals must be related or directly impact your life and career. Making a positive change when you reach your goals is the motivation for you to keep working.
• Time-bound: Breaking down goals and time limits helps you organize your work well and give you the sense of urgency to focus more on your work.

With just a few simple actions, managers can significantly increase employee productivity while also promoting a more optimal working environment for employees and always maintaining an effectively running system.

Productivity and Quality Office