This month we’ve been delving into the employee productivity lifecycle, and continued the conversation at our Hibob breakfast event in the Shoreditch Treehouse.
Kicking off the discussion, George from Whitehat, coming from a coaching and L&D background, asked the audience, “what do you think about when you’re at work?”
As you might expect, the answers ranged from “hitting my KPIs and targets”, to “am I doing a good job?”, right through to “what am I having for lunch”!
But interestingly, not one of us said that we think about the mission, vision and values of the company on a daily basis. Building on this, George asked us to think about:
- What does your company mission (or what the business does) mean to you?
- Does the company vision (or why the business does what they do) excite you?
- And are the company values (or how the business will get there) applicable to you?
George stressed that if you get the ‘what’, ‘why’ and ‘how’ crystal clear and on the top of people’s minds, engagement and productivity will follow. Going deeper, George focused on getting these three areas right:
Concentrate on what’s right with people! Find out what makes people do well, what kind of tools work for them, and set regular goals based on those strengths.
Do your teams really know what other departments work towards and why their work matters? Knowing the mission, vision and values of other teams is essential if you want your company to work towards the same overarching goal.
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Regular constructive feedback is essential, but be mindful of the language you’re using. Focus on the behaviour, not the individual, and always offer solutions with positive examples.
Next up was Steve Gaskin, the MD of Right Angle. Interestingly, having worked in the police force for 25 years, Steve’s key message was to enhance productivity by focusing on wellbeing, trust and team bonding outside of the office.
Here are Steve’s top 5 areas to bear in mind if you want to build trust as a leader and move up together as a team:
- Promote trust through vulnerability. When things go wrong, show high visibility. Communicate what you’re thinking and remember people will trust you more if you can admit your mistakes.
- Identify different personalities and behaviours. Understand other peoples’ working styles, be open to others’ ideas, and listen to them! Brainstorm together and you will have a more creative output.
- Beware of the ‘pareto principle’. Typically 80% of sales come from the most engaged 20%, and 80% of sickness comes from the disengaged 20%. So consider rewarding productive behaviours and counselling those who need it.
- Get outside the office. Encourage Friday drinks and offsites to build trust and positive relationships. Why not try an exercise where everyone shares where they grew up, or a whirlwind tour of their lives thus far?
- Mental health is not a buzzword. Consider training or hiring a mental health first aider, who can guide someone in distress to the help they need, and spot the signs before they escalate.
Most importantly then, what we’ve learnt from this month is that while data is key in holding us accountable for our work, there’s no one-size-fits-all solution when it comes to measuring productivity.
That’s why, as George and Steve emphasised, it’s essential to consider different personality types, teams, roles and outputs if you want to increase productivity throughout the employee experience.
Keen to learn more? Click here to download our short guide, which is full of tips and tricks to help you maximise productivity across the employee lifecycle.
Also, you can join our webinar on the 23rd July to learn the art of performance management and productivity.