5 Reasons Why People Are Unproductive at Work and

January 25, 2020 by  

Take a guess: What portion of the American workforce said they were “most productive” at the office during normal work hours? According to a recent FlexJobs survey, the number could be as low as 7 percent. Many more said they get some things done at the office “because it’s not an option to leave.”

Whatever the number of highly focused workers is, it’s too low. In the massive State of the American Workplace report, Gallup found that only 33 percent of workers are significantly engaged at work.
In addition, a smaller but more troubling number of workers are “actively disengaged,” meaning they “are miserable in the workplace and destroy what the most engaged employees build.” As for the other 51 percent, Gallup found “they are not engaged—they are just there.”
How does this happen? Why do so many people come into work, day after day, but rarely show up ready to put in their best effort?
On the Job Blues
There are hundreds of reasons that emerge in job satisfaction surveys and conversations with workers.

But five reasons really stand out to me.

1. Workers Aren’t Inspired by Their Leaders
Ideally, workers want their jobs to be more than just a paycheck. They want to be playing a part in an organization that makes a positive difference. They want to be challenged and have the opportunity to enhance the skills they have and even learn new ones. For them to be inspired, leaders need to articulate a vision they can embrace.
Too often, that just isn’t happening. According to Gallup, only “15 percent of workers strongly agree that the leadership of their organization makes them enthusiastic about the future, inspires them and makes them feel appreciated.”

2. Workers Aren’t Getting the Communication They Need
Inspiration is a good thing, but so is clear regular communication. Too often, it is lacking. An even smaller number than those inspired—only “13 percent of employees,” in fact—“strongly agree that the leadership of their organization communicates effectively with the rest of the organization.” That’s a huge disconnect and a breeding ground for job dissatisfaction.

3. Workers Face a Blizzard of Distractions
At the office, it can seem like everything from email to meetings to drop-ins to social media to ever-shrinking space-per-employee is one giant conspiracy to distract workers, throw them off their game, and convince them to accept less of themselves and their colleagues. In such an environment, of course, it’s harder to stay engaged.

4. Too Many Tasks Assigned to Workers are Drudgery
One secret to productivity is to work on tasks where your passion intersects with your proficiency. I do understand that a certain amount of drudgery in most jobs is predictable. However, not all aspects of a person’s job should fall into that category.
However, sadly, many companies don’t pay nearly enough attention to the passion and proficiencies of their workers when assigning tasks. So, when workers are focusing on tasks they consider a grind for most of their workdays, they are not going to be as engaged or productive as they would be if they did more suitable, challenging, or interesting tasks.

5. Workers Aren’t Getting the Flexibility They Crave
Too many workers get up early in the morning, fight traffic into work, try to fit in appointments on their lunch breaks, get stuck staying after hours because a meeting ran long, and then fight traffic again on the way home. The whole time they must be wondering, “Why do I have to be here? What does this have to do with me getting my job done?”
According to FlexJobs, 66 percent of workers thought they could be more productive working in a home office. Only 2 percent thought they’d be less productive.
They may be right or wrong about that. Mandatory office hours could undermine productivity for certain. But, right or wrong, the point is today’s workers crave flexibility, and they are often not getting it. It is no surprise many aren’t putting in their best effort because they really are not very happy.
Silver Lining
The one bright side to those dismal workplace surveys is that if companies address these concerns consistently, their workers will be far more productive.
In fact, Gallup found that at the “world’s best organizations” the overall engagement of employees was 70 percent—still room to grow but a whole lot better than 33 percent. That is the difference effective leadership can make. It really important for managers and leaders to get to know their team members so that they can help them to fulfill their potential and benefit themselves and the team as a whole. When that happens, employees feel more appreciated and supported and in that frame of mind are going to work more productively and efficiently benefiting everyone on the team.

5 Keys to Maximizing Employee Engagement

January 31, 2019 by  

Most corporate HR mangers make it a key focus to find ways to maximize employee retention and productivity. However, they are often finding that working toward that goal is getting harder than ever. Organizations certainly want to keep their prized people, but they sometimes discover that those individuals are itching to leave. Perhaps that’s a product of today’s economic and technological landscape – because currently the competition for talent is fierce, and the next job opening is just one mobile app or web search away. It is not surprising that retaining employees can be quite difficult. That is why figuring out effective ways to maximize engagement and satisfaction is so key.

According to a recent survey data, 57% of working people plan to look for better positions.

The reasons are: more money (cited by 48 percent of respondents), better career advancement opportunities (27 percent) and boredom or job dissatisfaction (9 percent). This situation isn’t likely to change anytime soon due to the current job climate.

There are a few key steps that can help companies regain employee engagement and workplace stability.
1. Manage early interactions at your organization:
The most important week on a new job is the first one. New hires should be welcomed upon arriving in the workplace and made to feel like they belong and fit in. This will go a long way toward keeping them engaged long-term.

2. Provide growth opportunities
People are more likely to stay in their jobs if they have the chance to be promoted, acquire greater status, have more responsibilities, and earn more money. Offering these sorts of opportunities can make a huge difference in employee engagement and reduce turn over.

3. Monitor job satisfaction
Managers should regularly observe their employees and gauge their happiness levels. If satisfaction begins to decline, the HR manager should be willing to intervene quickly and identify ways to ameliorate the situation and improve the employee’s experience in their job.

4. Maximize loyalty
How committed do people feel to their jobs and the organization? Are they given rewarding work that they have been well trained for and feel that they can do well? So they know what is expected of them and how they fit into the big picture of the company? If so, people feel more loyalty in their positions so are less likely to leave. In addition, employees need to feel valued so acknowledgement of their contributions is also essential to them wanting to stay. This is an important mindset that companies should strive to attain.

5. Develop great leaders
Great leadership is the key to any business’s success. Effective supervisors/managers are perhaps the most important factor behind the outcomes of a work team, therefore companies should do what they can to develop effective successful leaders and help them to be able to motivate their employees by example. Leaders need to be accountable, excellent communicators and models for the sort of behaviours and attitudes they wish to see emulated by their team members.

If you follow the keys described above, you will be more likely to have a successful long term business with happy, productive, efficient, creative, and long-term employees.