All managers want their employees to be as productive as possible, a goal that - given the chronically high levels of employee disengagement across the workforce - would seem none too easy to attain. Yet despite undeniable challenges, there are some simple, fundamental managerial steps that can position you for productive success. Accordingly, here are 5 no-cost ways all managers can boost productivity.
Set carefully chosen employee job objectives that are ambitious but attainable - As I've written before, most managers spend a fraction of the time they should developing clear measurable employee objectives, and involving employees in the process so they have "skin in the game." Well-conceived goals are crucial. Otherwise, how can one expect employees to arrive at the right place if it's not completely clear where they should be heading?
Manage to those objectives - Just because solid objectives are in place, that's no guarantee, as every manager knows, they'll be attained. Studies show that accountability - holding employees to results that have earlier been agreed to - is a common management weakness. Establishing meaningful objectives is a sound first step, but it means little if those targets aren't firmly managed to. However, clear targets unquestionably make management's job easier. Here's the tangible goal, how's the progress toward it?
Keep employees in a productive mindset to achieve their goals - Expect excellence and diligence, but treat people decently and respectfully along the way. It's amazing how a respectful attitude toward employees fosters energy and productivity, while disrespect breeds discontent and disengagement. Mindset matters. Employees need to be in a positive mindset to do their best. They need to be positively energized if they're expected to go above and beyond.
Provide ample recognition - It doesn't have to be monetary; remember, the title of this piece promises a no-cost approach to productivity. In nearly a quarter century of management, I saw the desire for recognition come up as a critical issue in literally every employee engagement survey I was involved with. And when you dig deeper, what you often find employees want most is neither monetary nor formal, but meaningful personal recognition from their direct manager - nothing fancy, just honest appreciation for a job well done. It helps keep them in that productive mindset noted above.
Listen and innovate - One of the most productive things a manager can do with his or her employees is simply: listen. Ask employees for input. Being closest to the actual work, employees often have the best grassroots ideas on how to innovate and improve daily operations. In my experience over decades, sure, some of the ideas were silly, no doubt. But some of them weren't. And regardless, the very act of being taken seriously and listened to by management had value. It helped employees feel more engaged, part of the team.
I often say management is hard but not complex. I'll be the first to admit there's no complexity or genius to these suggestions. They're fundamental, constructive actions any manager can take - without spending one budget dollar.
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Victor is author of The Type B Manager: Leading Successfully in a Type A World (Prentice Hall Press).
