Poor work productivity is a serious problem for businesses–in fact, the average employee is productive for less than three hours a day. This issue is only becoming more urgent, as the pandemic continues to push many towards remote work. Pre-COVID, only 17% of US employees spent 5+ days a week working from home, but that figure now stands at 44%.
Resolving low productivity as we stay remote or hybrid will be a challenge and requires a long-term, comprehensive approach. After all, personal productivity skills can range from things like the ability to focus to organizational skills to mindfulness. And who doesn’t have an area of weakness when it comes to being efficient? Within this question lies the true barrier to improving employee productivity: discovering and minimizing the habits that lead to poor performance on an individual basis.
Coaching, Competence, and Company Culture
Coaches are perhaps best suited for this challenge. A ‘clean’ coach, who comes from outside the organization, can spend a few months or even a year with an employee. Experience, external point of view, and long-term engagements all allow the coach to understand how the productivity skills of their client stack up.
Over the course of the coaching program, the coach works side-by-side with the employee, which enables several advantages:
– Close observation of behavior and customized recommendations
– Accountability of the participant with regular check-ins and to offer motivation
– A long-term, comprehensive effort
Most importantly, a successful coaching program can create significant gains for the organization. According to the Institute of Coaching, 70% of people who receive coaching enjoy improved work performance. Organizations can empower employees by offering the pro-bono chance to improve our productivity, thereby helping employees actually become more productive and creating a more productive company culture. Whether it’s in group lectures or workshops or offering employees their own coach for one-on-one, personalized programs, motivating employees with a
Developing Employees’ Productivity Skills Benefits Businesses
As performance increases, so do many of the factors that influence job satisfaction, such as respect, meaningfulness, and salary. Satisfied employees generate a range of organizational benefits that affect growth in different ways. According to one McKinsey study, employee satisfaction is significantly correlated with the following business enhancements:
A greater employee retention rate means lower replacement costs, the maintenance of skill levels, and continuity of the working relationship with clients and employees.
Improved Customer Relationships
Treating customers properly is an absolute must for front-line employees, but content workers can also, for example, pay more attention to manufacturing processes, resulting in fewer defects and increased client satisfaction.
Satisfied employees have a greater likelihood of healthier work attitudes throughout the value chain, which translates into efficiency, effort, and profit.
Improving Productivity Skills and Work/Life Balance
Improving productivity skills is also, of course, an advantage for the employee. When you’re more productive, you’re more able to maintain a healthy work/life balance. And as the World Health Organization has recognized, “burn-out” is now an official occupational hazard.
Work/life balance has become even more of a hot issue during the pandemic. In many ways, and for many people, remote work has erased the barriers between jobs and life at home. By building productivity skills, employees learn to deal with many of the factors that are part of work/life difficulties, such as:
A mindful employee is aware of their current workload and makes good decisions about taking on additional tasks.
Developing the ability to concentrate allows workers to spend their time doing their jobs instead of falling prey to constant distractions.
From setting a reasonable schedule to knowing the network password, organization is the cornerstone of productivity.
Coaching Methods for Employee Productivity
By working with a coach over an extended period of time, employees can tackle different elements of their productivity challenges. The cyclical nature of the process provides incremental benefits, allowing the employee to improve a certain aspect of productivity during each cycle.
Importantly, a coach never decides on a course of action alone. Their job is to ask questions and provide observations that enable and empower the employee to do so. There are many coaching models used both to provide a framework for asking questions and a structure for the entire coaching cycle.
For example, the FUEL model (Frame the engagement; Understand current level of skills; Explore goals; Lay out a pathway) is a method for investigating an employee’s productivity levels and setting targets for improvement. Or, there is the OSCAR model (Outcome, Situation, Choices/Consequences, Actions, Review), around which a coach can design a course for defining, executing, reviewing, and reiterating skill training.
The point is – Different coaches use different models and frameworks to get the best results from their participants. What matters is the end result – understanding the blockers and stoppers that prevent productivity in the workplace, whether remote or physical. By increasing productivity among employees, leadership can better trust that micromanagement isn’t necessary and the lack of oversight isn’t necessarily a bad thing. That’s where coaching comes in to fix the issues without making leadership and HR seem like the bad guys. Employees learn how to better tackle the tasks at hand while management and HR can take a step back and allow the company culture to become a more productive, less over-reaching one. And if there isn’t a better way to tackle the hoards of unsatisfied employees leaving companies that are having more trouble adapting to the new normal than their employees – we aren’t sure what it is.
The First Step towards Productivity
Just as all employees are not equally productive, so too not all coaches are equally effective. Locating the ideal coach for productivity skills training is a challenge that requires a tool to find experts in this particular field.
With a global listing of top-rated, highly-trained experts including productivity coaches, GrowthSpace’s L&D platform is already enabling employees at countless companies looking to enhance employee productivity. Contact us for a demo and discover how GrowthSpace is changing the way HR and L&D programming can truly boost learning and upskilling.
This article is part three of a 4-part series on the top soft skills employees need in 2022.
- Read the original article on the 3 most in-demand soft skills
- Learn why communication skills are the most important skill today
- Dive deeper into the need for better time management skills