The New Age of Productivity

Moreover, in response to ever-changing professional demands and increasing calls for more flexible forms of working, is it time for us to challenge our existing beliefs regarding what it truly means to be productive?

In this month’s Hot Topic, we prepare leaders and managers for the new age of workplace productivity and consider what it truly means to be productive within this emerging era of hybrid working.

Productivity Preventors

By definition, productivity relates to the efficiency in which tasks and goals are completed. Consequently, in order to protect and even enhance our productivity we must first appreciate the factors which can negatively impact upon our capacity to work efficiently. Traditionally, these barriers have included poor management, lack of defined goals, or simply an absence of motivation. Nonetheless, as we enter the dawn of the new hybrid working age, leaders and managers must remain mindful of the multitude of factors which may negatively impact on our individual and collective productive prowess. This extends to consideration for barriers such as:

Unclear policies

Despite our increased adaption to remote forms of working , many organisations are still yet to provide clear policies or roadmaps for how working pratices will be undertaken within a hybrid working environment. Consequently, employees face feelings of continued uncertainty and ambiguity, which can quickly become an unwanted distraction and barrier to productive working.

Digital overload

Excessive meetings, 24/7 access to work emails, and continued connection to colleagues through digital sharing platforms are all salient sources of technological fatigue within our current working environment. Should we find ourselves unable to switch off from our digital workspace, feelings of fatigue can quickly impact upon our capacity to remain focused and productive.

Isolation

Despite its merits, remote working can quickly lead to feelings of isolation. With opportunities for collaboration and teamwork being regarded as key drivers of team productivity, it’s important we acknowledge how an absence of connection can have serious consequences for productivity.

Lack of connection

Since working remotely, many employees have experienced an increase in their professional workload. This additional source of stress has been further compounded by having to navigate personal responsibilities which can impact upon our working schedule.

The Three Pillars of New Era Productivity

In attempting to overcome the aforementioned barriers, Harvard Business scholar, Jamie Teevan, proposes the adoption of a more expansive perspective on productivity; one which abandons a focus on traditional productivity metrics and instead focuses on facets of wellbeing, collaboration, and innovation.

The Wellbeing Perspective

Why is it important?: To get the most out of our employees, we must be able to leverage individual and collective levels of human and psychological capital. By making wellbeing a priority, we are able to create a happier and healthier workforce who are more engaged, motivated, resilient, and ultimately more productive.

How can we boost it: As well as taking the opportunity to continually measure, monitor, and manipulate wellbeing related productivity metrics such as engagement, professional satisfaction, and perceived work-life balance, leaders and managers must also work to minimise excessive demands which can contribute to burnout. In the battle against burnout, we must also become more adept at identifying the early warning signs of emotional exhaustion (e.g. issues with concentration or focus), increased mental distance (e.g. loss of enjoyment and isolation) and reduced professional efficacy (e.g. apathy, irritation, and lowered performance).

The Collaboration Perspective

Why is it important?: In this new age of hybrid working, one element of organisational functioning which remains at the forefront of business success is collaboration. Through advocating a collective pursuit of business objectives, we create the conditions for a more purpose driven organisation, whereby our employees are more willing and adept at engaging in the interpersonal processes (e.g. brainstorming and proactive knowledge sharing) required to propel productivity.

How can we boost it?: Organisations must be proactive in utilising ever-emerging technologies which can help enhance the quality of our communicative and knowledge sharing capabilities. In addition, it’s important managers and leaders work with their teams to find a balance between individual workstyles and overall team needs. This may extend to battling social fatigue through the promotion of scheduled do not disturb times or minimising social isolation through extended opportunities for engagement in face-to-face team projects.

The Innovation Perspective

Why is it important?: Innovation within organisations can take many forms and can stimulate productivity in a number of ways. For example, product innovation allows for engagement in creative processes which help stimulate engagement, whilst process innovations provide opportunities to streamline and simplify processes which can minimise stress whilst simultaneously bolstering efficiency.

How can we boost it?: Commit to crafting a continual culture of innovation, whereby employees are encouraged to push the envelope when it comes to generating ideas which can help supercharge internal and external innovation. By involving our employees in innovative processes, we provide extended opportunities for creativity, knowledge sharing, and the development of improved working conditions. In turn, this provides a more fertile environment for individual, team and organsational level productivity.