Coworkers Affect Productivity
A study by Taskworld, a group that measures performance ultimately to improve execution, announced the results of its 2014 Productivity Impact Study that analyzed how Coworkers Affect Productivity
Here are some of the findings on how Coworkers Affect Productivity. In addition, my comments toward performance and productivity.
The Study: “Key findings in the Coworkers Affect Productivity study dig deeper into the impact of the viral effect of low productivity in the office, determining that it can create a vicious cycle as frustration over missed deadlines grows. With 50 percent of respondents reporting their coworkers’ performance affects their individual performance, 48 percent of respondents noted they are often frustrated by coworkers not meeting deadlines.”
This is true. But I’ll go further and say the number one de-motivator at work is low performers in the wrong positions and “carried” by the high performers.
In my experience this situation causes productivity to plummet and morale follows. The low performers cannot or will not meet deadlines and the high performers recognize this and they slow down and become obstinate.
The Study: “61 percent reported coworkers’ performance is only measured annually.”
If leadership only measures performance annually then you can count on a Coworkers Affect on Productivity. As a result, morale will be at the bottom of the ocean. The high performers know what is going on and they lose confidence in leadership. This is a classic but dreadful situation; everyone can see the unpleasant reality but leadership does not confront the reality. High performers lose faith in leadership’s ability to act, and the escalator of productivity moves downward.
People want to be part of a winning team. No one ever wants or tries to be second or third. High performing employees are usually ready to bend over backwards to help create a winning environment but leadership must set the stage, and create the conditions.
The Study: Coworkers Affect Productivity…”Deadlines are crucial.”
Yes. The study mentions accountability in relation to deadlines and that begins to get to the root of the issue.
Also, when high performers see “accountability action” they begin to trust that leadership is taking appropriate action to attempt to build a winning team. As a result, you see an increase in morale because as I mentioned, everybody wants to be on a winning team.
Once you have accountability built-in, the deadlines take care of themselves.
The Study: “19 percent of respondents reported spending 1-3 additional hours per week following up on the status of projects and tasks.”
The study mentions 1-3 additional hours every week following up. This is unacceptable. Leadership must establish protocol and develop a simple process of accountability for managers and employees. There are ways to build in accountability without being, controlling or forceful. Leadership needs to build in accountability and make it a positive experience. This would skyrocket efficiency, productivity and morale. Here is a short podcast on how to build in accountability. It’s called Productive Status Meetings.
We need leaders who are adept at building in accountability, helping the team to execute and deliver decisive communication. These are leadership skills and traits that must be developed with intent and through conscious action.
© Brian Braudis, 2020 All rights reserved