4 Key Strategies to Increase Productivity in Your Organization
In today’s business environment with increases in staff reductions and rapidly changing roles and responsibilities, it is crucial that all of your team members be fully engaged in the tasks at hand. According to a Gallup survey, 350 billion dollars are lost each year in American companies due to disengaged employees. How then do you minimize the impact of this costly problem within your organization? Below are 4 key strategies to help you grow your people toward peak performance and enable you to produce quantum results with your team.
Own your outcome
All to often employees are quick to blame circumstances the economy or a host of other causes for their less than stellar outcomes in a given situation. Only by taking personal responsibility for our outcomes and performance can we take back our power and create the results we desire. It’s quit simple, if the problem is being caused by the economy; I am powerless to effect it. If, on the other hand, I am willing to take personal responsibility for it, I have reclaimed my power and am in a position to impact change.
Make integrity a must
This is not an option. The only way companies will survive and thrive into the future is by making integrity an absolute must throughout the organization. No longer can people skate by with questionable behavior and slippery deals. The time has come for each person to be honest and truthful in all situations regardless of the outcome. The cliché “honesty is the best policy” became a cliché for a good reason, it works! However, in order to create this environment of absolute honesty and integrity, you as an owner or manager must be willing to allow people to make mistakes and it must be okay to mess-up once in a while without fear of repercussion.
Challenge people’s limiting beliefs
It is important for your people to understand the role their conscious and unconscious beliefs play in their ability to produce desirable outcomes. They must understand how every thought, action, and result is directly linked to their beliefs. By first identifying people’s limiting beliefs, a person can begin to replace them with more resourceful empowering beliefs, which will then enable them to create the results they desire.
For example, a belief that “I am not comfortable calling on ‘C’ level executives” can be shifted to one that feels better and is more empowering, like “While I am not totally at ease, I have a strong support team backing me up.” While this is not a fully empowering belief, it is a small step in the right direction. These “bridge beliefs” shift the person’s beliefs more toward the desired, empowered belief.
Link Values to Behaviors
Identifying a person’s high driving values and helping them understand the role these values play in their productivity and satisfaction can go a long way toward achieving peak performance. A simple question like, “What’s most important to you in your work?,” will generally elicit the person’s number one driving value. Continuing with questions like, “What else is important?” etc., will enable you to uncover the person’s high driving four or five values. Knowing this will help you better match specific assignments to individuals, understand how to better motivate people, and result in more harmony among your team members.
For example, a team member who lists “freedom” as a high driving value will be the ideal person to assign a task that can be done from a home office, while the person with “contribution” as a high driver will be well suited for a team project. Understanding your teams values will help you determine assignments and enable you to get the most productivity from team members while maintaining harmony throughout the organization.
Please share
Tags: 
