www.theproductivityhub.com
PRODUCTIVITY TOOLS SERIES
IMPROVED PRODUCTIVITY‌ IS IT POSSIBLE?
YES!
WHAT IS PRODUCTIVITY? Productivity is a word used to encompass all the inputs required to create a product or service, not only the cost raw materials and staff, it includes funding sources, equipment, management practices, regulatory influences, even innovation, population growth and natural disasters are taken into the equation. the population overall is confident about their future.
WHAT DOES PRODUCTIVITY LOOK LIKE?
>> A wonderfully balanced lifestyle, one where work is fulfilling and you’re prosperous. >> Your workplace is fully staffed with skilled and educated people who are encouraged to think creatively, processes are improving and business is celebrating success. >> Due to positive contribution businesses have been making, taxes are allowing government to provide high levels of service. >> Full employment has raised the standard of living and the population overall is confident about their future.
HOW CAN WE ACHIEVE PRODUCTIVITY?
>> By working smarter, no longer or harder we can reduce the time taken to complete our tasks. When we reduce our time we can invest in new business, improve existing offers, purchase new technology, and create new products and services. >> By challenging the way business is carried out, interrogating the inputs, doing things differently and being open to positive change, we can experience new levels of prosperity, fulfilment and growth as individuals, as a business and as a nation.
An initiative of Newport Consulting
www.theproductivityhub.com
PRODUCTIVITY TOOLS SERIES
IS YOUR WORKFORCE ENGAGED?
ENGAGING STAFF We know that a highly engaged workforce is one that’s productive and innovative. Employee engagaement is measured by assessing several levels of an employee’s capability and what we often find is that a highly engaged employee is one who is motivated and enthusiatstic and who acts in a way that beneifits the overall performance of the business. Organisations who fail to measure employee engagement levels are denying themselves the ability to uncover insights that can help drive your employees capabilities and enhance your overal business performance. An employee’s level of enagagement greatly influneces their ability to perform and learn at work, and an employee with a high level of enegagement is more likely to be a productive employee. What steps are you taking to measure your employee engagement levels? Take our quick employee enagagement health check to find out if your staff are currently engaged.
ARE YOUR STAFF DISENGAGED?
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] Do they arrive to work late?
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] Overall, do they display a negative approach to work and to others?
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] Do they engage in office gossiping or “whispering”?
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] Are they reserved and not willing to participate in team meetings
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] Do they often make errors and currently underperforming?
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] Are they often absent from work?
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] Do they engage in strikes or display resistance?
IF YOU ANSWERED YES TO ONE OR MORE OF THESE QUESTIONS, IT MAY BE TIME TO EVALUATE YOUR MANAGEMENT PRACTICES IN ORDER TO IMPROVE PRODUCTIVITY AND STAFF ENGAGEMENT. READ OUR “IMPROVING EMPLOYEE ENGAGEMENT THROUGH BETTER MANAGEMENT PRACTICES” FACT SHEET TO FIND OUT HOW.
An initiative of Newport Consulting
IF YOU ANSWERED YES TO TWO OR MORE OF THESE QUESTIONS, WE BELIEVE YOUR STAFF ARE DISENGAGED.
Strong leadership and management practices support a highly engaged workforce. Do your leaders demonstrate?
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] A lack of control
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] Insecurities in their ability
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] Indecisiveness and willingness to change
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] Exhaustion
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] Loss of respect
www.theproductivityhub.com
PRODUCTIVITY TOOLS SERIES
Improving employee engagement through better management practices
5 STEPS TO CREATING AN INNOVATIVE BEHAVIOUR MODEL THAT POSITIVELY INFLUENCES BUSINESS OUTCOMES To achieve business outcomes managers must know how to engage their people on three levels: behavoural, emotional and cognitive. This is often one of the most challenging part of a managers role within any organisation as bringing staff on the journey is complicated and requires energy and talent. 1. Assess current capability to ascertain what areas need improvement and what areas are being performed well. 2. Determine what you want to achieve as a result of implementing this change? What are the otpimum outputs and desired organsiational outcomes? 3. Managers design a behaviour model that links directly to these organisational outcomes in collaboration with the middle managers and team members. 4. Work with the staff and managers to reduce any anxiety assosiated with the change process and address gaps in staff engagement. 5. Managers need to communicate to middle managers their role in linking the organsiational outcomes and the part they play in leading staff engagement.
Factors to keep in mind:
>> Senior Managers are responsible for overal accountability of middle managers and have the added responsibility of providing “innovation� to their management skills. >> Senior managers need the ability to construct a forum within which to create new ideas and future possibilties, think beyond day to day operating functions and test viability before reacting.
An initiative of Newport Consulting
ENGAGMENT = + ASSESSMENT + OUTCOMES + BEHAVIOURAL + COMMUNICATION