Deadlines, scarcity and pointless shouting are three techniques for influencing productivity with differing degrees of success.
So 3M, you’re telling me that your post-it notes will adhere 317 separate research notes onto a wall for sorting into categories but after an hour, with the window slightly ajar on a not-especially-windy day, they will not remain adhered to said wall? Is that what you’re telling me 3M? I only ask because it didn’t say that on the packet! Maybe I should’ve stapled them to the wall? I know what I’d like to staple to a wall. Seriously, I love your product but I fail to see how this is, in any way, my fault. Much like how I fail to see how anything is my fault. This was my fault. In fairness only a hundred or so fell off. So, the glass is half full. 31.545% full. On the plus-side, they’ve all clumped together on the floor so they’re not being blown around anymore. Except the ones that have. Which I can’t find. And can’t tell that they ever existed.
I’m a writer, amongst other things. Writing is a great occupation to reflect different approaches to productivity. I tried using post-it notes to enhance my creative productivity because, until I get a PC screen 3 metres by 3 metres, post-it notes on a wall is a superior approach to anything computers can offer but, as the rant above suggests, it worked up until the point that it didn’t. Writers aren’t productive for money. If they were, they wouldn’t be writers.
Productivity might be enhanced by working away from an office without the distractions and interruptions that offices have. Nope, writers don’t have those – just fridges, TVs, radio, FaceBook, kids home from school and the voices in our head.
People get productive when there’s a deadline or when there is a scarce resource being competed for. Things that are running out get appreciated. This is why we hunt for the last chip in the bag and those crunchy bits. This is why we eke out the last of the toothpaste in the tube. I like the experience of the last saline solution for my contact lenses. You shake the bottle and can’t believe there’s still some left but it keeps on coming until the very last which emerges in a fizz. You place your lens in your eye overflowing with tiny bubbles. It’s like champagne for your cornea. And don’t get me started on the challenge of getting your car as far as it can go when the tank says empty. Oh, it says empty but you know it’s holding out on you. Just like the personal trainer at the gym knows your tank isn’t really empty and just shouting at you loudly and repeatedly will extract that last little bit of effort out of you. (Note – shouting at your car as you abandon it by the side of the motorway after it’s literally run out of petrol will not extract any more effort out of it. It does however make you feel better about yourself. I suspect this is also the motivation of the personal trainer.)
The New Zealand Government has a Productivity Commission. It’s great to finally put the word “productivity” in a sentence with the phrase “New Zealand Government.” I suspect this might be one of those political sops to a minor party under MMP to be seen to be doing something but their website has some cool graphics. There’s a 3-panel sketch with a sheep turning into a ball of wool that itself turns into a jersey. I’m assuming that’s all about adding value which is the essence of productivity – not just making more with the same or less resources but creating goods of greater value along the way. The jersey, when you squint a bit, is actually made up of 1s and 0s – binary code. Bit more symbolism there – from the sheep’s back to the digital age. Or maybe we make robot sheep now? I’ve seen that movie. It doesn’t end well.
As the site says, when it comes to kiwi productivity, “New Zealand has slipped from one of the wealthiest countries in the 1950s to now around 26th in the OECD. It is not the case that our productivity has shrunk. Rather, the rate of increase in productivity has been behind other countries and our income growth has been slower.”
We’re well educated and honest but we’re small, far away and over reliant on a few industries. We’re never going to get that much bigger and, major tectonic shifts aside, we’re unlikely to get any closer to major markets.
A PDF available on the website of the agency formally known as the Department of Labour suggests we should “work smarter.” I’ll start by not drafting the main topics of my next book on post-it notes.
I’m not suggesting that employees should be made to be miserable. Ultimately, that’s up to all of us individually. The point I’ve been trying to make for ages and this recent article captures nicely is that employee happiness and employee engagement are quite separate and different things. If you want to gift chocolate fish and back rubs (no non-consensual touching!) that’s up to you and your spare time and resources. Happy employees can be unproductive and unhappy ones can be productive. Engagement is about the observable application of discretionary effort at work that on average leads to greater productivity, revenue and profitability. Who knows how happy people are? (Including themselves.)
Here’s an extract. Note that happiness is cited as one of many components of engagement, so it’s not all doom and gloom. I don’t think they’re in order so don’t get excited that happiness is “number 1.” The article talks about a dashboard which also is an interesting idea. It’s all about trending.
Here are the 10 metrics that are proven to have the biggest impact on employee engagement:
How happy are employees at work and at home?
How much energy do employees have at work?
Are employees getting feedback frequently enough?
Are employees being recognized for their hard work?
Are employees satisfied with their work environment?
Relationships with Managers
Do employees and their managers get along well?
Relationships with Colleagues
Do the employees get along with each other?
Do employees’ values align with the company values?
Are employees proud of where they work?
Do employees have opportunities for career growth?
My family and I have just moved to a 5 acre property just north of Auckland that, by my standards, could be classified as ‘rural.’ I’m definitely a city slicker but I now own a barn so that’s something. Next to the barn was a chicken run and coop. It didn’t take much nudging to set out to get in some chickens and to choose to do so by taking in some rescue hens. And by ‘rescue hens’, I mean hens that have been rescued, not a team of superhero chickens that go around performing rescues. (It’s early days, give them time.)
Everyone has been sharing their chicken stories and advice and given the misinformation about roosters, I welcome the stories but not the advice for the most part.
I’ve been on the receiving end of some pretty intense job interviews in the past but none were as impressive as the hen-rescuing lady who interviewed me for my suitability to adopt 6 of her ‘girls.’ I passed muster, sent photos of my coop and signed a contract.
My next few blog posts are going to draw on the chicken and egg metaphorical comparison to people and productivity. I’ll start with the contract. People have been aghast that I was asked to sign a contract when they perceived that I was doing the rescuers and the hens a favour by showing up at all. While I was initially surprised at the formality, I get it. Commitment. Absolute clarity of understanding of expectations. If the chickens stop producing, I’ve signed on that I’ll keep ’em on regardless. I might not like it but I’ve committed to it. I didn’t have to. I could’ve walked away. (I would’ve driven not walked. It’s rural for goodness sake!)
Sitting can be as bad as smoking. They should print warnings on couches and office chairs. Even if the chair is perfectly primed by a professional Ergonomist and made safe from any posture or health and safety issue, the very act of being sedentary and sitting for long periods is not what humans are suited for. In fact, it’s the opposite.
Between 1945 and 1995, the average adult daily calorie expenditure fell 800 calories. So the amount of moving we do each day has reduced by 800 calories, thanks to cars and machines and washing machines and so forth. 800 calories is the equivalent of a ten mile walk! In 1960, 50% of jobs required at least moderate physical activity. Today it is only 20%. Two thirds of desk workers eat lunch sitting at their desk.
Move it or lose it!
I’m researching for my new book about adding 10 productive years to your life. One thing I’m definitely doing myself now is minimising sugar consumption. It’s insidious how it used to drain my effectiveness, nevermind how it was shortening my life and the quality of it. Sugar is a tough one. Most of us love sugar-based products and it is a primal driver from our starving caveman days.
Things you didn’t even know had sugar in them have sugar in them. One McDonalds cheeseburger has 7 grams of sugar in it. So does a Burger King cheeseburger. 7 grams of sugar is about 2 teaspoons. And who eats just one cheeseburger?
www.sugarstacks.com is a neat idea. I can say 7 grams but what does that look like? You might re-think drinking one can of coca cola if first you saw a photo of one can of coca cola with 10 sugar cubes next to it. Probably not, because you’re addicted to sugar, but at least now you’re operating from an informed position. If you’re thinking that consuming 10 cubes of sugar would make you sick, you’d be correct but fortunately there are offsetting chemicals in soft drinks to enable us to consume and keep down the sugar.
It was once rumoured that cocaine was the secret ingredient in coca cola to addict drinkers to the product. No need.
The World Health Organisation recommends no more sugar daily than:
|Adult Female||5tsp (20g)|
|Adult Male||9tsp (36g)|
And by sugar, they don’t just mean the sweet powdery granules you add to cereal. They mean naturally occurring sugars like in fruit juice. In this sense, a 500ml container of Charlie’s Real Orange Juice contains 11tsp of sugar – 22% more than a grown-as man’s daily need. Of course, if you wanted to lose weight after a lifetime of excessive sugar consumption, you’d need to consume even less.
New Zealanders are the 11th largest consumers of soft drinks in the world. On average we consume 10tsp of sugar daily just from drinks, nevermind however else we consume sugar. Six cans of coke a week at 139 calories per can, all other things being equal, will add five and a half kilograms to your weight in a year.
You probably provide sugar for your staff’s tea and coffee. I’m not saying you shouldn’t. I used to shout highly sugary morning teas for my teams. I shudder looking back at that now. Maybe having a soda vending machine is not a great idea either? Have a read of the nutrition info on the bottles of some of those flavoured waters too.
Alternative sweeteners, be they chemicals or ‘natural’, have their own particular evils too. They make you want more sweetness for a start. They just make you want more everything.
Add zero? Yeah right.
I’m currently researching my next book. It’ll be about adding ten years to your productive life. Expanding lifespans in developed countries are tarnished by the physical diseases and decay of affluence. Retirement for many is becoming a shifting goalpost, a political football or an unwelcome concept from last century. Now seems a great time to write about the topic of stretching out the good and productive years. We’re living longer so we may as well live better and make a few more bucks along the way. Or not – on the bucks front anyways. I’m already reading much about how money, above a certain level, doesn’t make that much difference in terms of quality of life. Though below that level, it will diminish the quantity of life you end up with.
A consistent theme throughout the new book will be overlapping and inter-connectedness – a systems approach. Certainly, when you get to the sections on our bodies and how our physical systems work (or don’t), this becomes incredibly evident.
This next bit might be more of a laugh than anything factually helpful but it is a conversation starter. I use it when MCing conferences to get a buzz going and the noise and enthusiasm levels up amongst the audience.
John Manning studied the relationship between our finger lengths and certain health outcomes. Look at the photo below of my hand and how I’ve marked the difference in length between my ring finger (4D) and my index finger (2D.) Check out your own 4D:2D ratio. They’ve been the same your whole life and they’re not going to change. It’s supposed that their relative lengths are a consequence of exposure to differing levels of testosterone in the womb as a foetus.
So what? Manning’s study of Liverpool heart attach victims’ fingers found a high ratio (like mine) has a correlation with lower heart attack risk. It’s good for sport. It’s bad for depression. It’s terrible for autism. Manning himself describes his findings as, “Persuasive but not yet definitive.” Why am I even bothering to finish this paragraph? You’re too busy trying to stretch your fingers or finding a friend to check out their fingers before you tell them why…
This Harvard Business Review blogpost identifies other benefits of engagement, aside from productivity. Of course, workplace leaders who want productivity boosts may not be interested but they should be. I’ve seen workplace safety enhancements due to greater engagement efforts – just to name one benefit in addition to productivity.
“Improving employee engagement is not simply about improving productivity — although organizations with a high level of engagement do report 22% higher productivity, according to a new meta-analysis of 1.4 million employees conducted by the Gallup Organization. “
The author goes on to specify and quantify some other benefits, including safety.
Jim Harter Ph.D., a chief scientist at Gallup Research explained what engaged employees do differently in an email interview: “Engaged employees are more attentive and vigilant. They look out for the needs of their coworkers and the overall enterprise, because they personally ‘own’ the result of their work and that of the organization.”
And, of course, improved safety means less costs and downtime, which means… greater productivity.
I keep harping on in my presentations and my books that trying to increase the engagement levels of your employees is not about vague warm fuzzy feelings but that it has practical, demonstrable and measurable outcomes, that as part of a wider business strategy, will increase profits – if profits are what you’re into. If not, then it also drives those other results that organisations seek – fundraising or effectiveness or whatever it is that Government departments are trying to achieve.
No potential superstar employee is going to reject the trappings of success you offer but will the free petrol, subsidised healthcare or at-desk massages actually improve their engagement and performance. Some perks do and some perks don’t and it depends. This post citing some recent Gallup research is revealing.
“Gallup found that access to flexible work time, which is considered a more mainstream workplace perk, is related to increased employee engagement.”
“…remote workers are slightly more engaged than onsite workers…”
One of the usual drivers of motivation and engagement is autonomy – a sense of control or, at least influence, over if not what we do, at least how we do it. That’s tough to create or allow in many jobs, especially routine or entry-level ones but if you can generate it to a degree, it can positively influence engagement and thus drive the associated productivity benefits. Something like flexi-time is a good compromise, where it is do-able, in generating this sense of influence / autonomy. Gallup does warn though of the “diminishing returns” which is worthy of note.
“…an engaged management team and a positive work environment are more beneficial than housecleaning and bowling alleys.”
Don’t deny already engaged employees their perks if you wish to provide them and it makes you feel good but clearly many are not drivers of engagement or motivators. Far more effective are the low-cost but disturbingly rare ‘perks’ of positive feedback and non-tolerance of poor performance. Perks, by definition, are extras and these two I just mentioned shouldn’t be extras, yet the behaviour of many workplace leaders makes it seem like they are. It’s easier to throw trinkets but far less effective.
Although, if the trinket you’re throwing is a bowling ball in the company lanes, that’s almost certainly a health and safety issue.
There’s a chapter in my book ‘The Brain-Based Boss’ about the influence the perception of endowed progress has on our behaviour. Simply, we feel more inclined to pur in effort towards a goal when we think we’ve already made a committed start. There are neat studies showing how a loyalty card with two stamps already given from day 1 get better results than cards starting from scratch.
Seinfeld tells a story of how he got good at comedy writing. Who’d have thought? He got good at comedy writing by writing a lot of comedy. I recall reading Jules Verne’s biography. Verne said, “Writers write.” Except he would have said it in French. Good call though Jules. Tres bien.
Read Seinfeld’s story here. It’s a simple yet powerful idea that obviously brought him great results. The 2 principle traits of successful people are grit and self discipline. Seinfeld’s idea can help you improve both. If, as a side effect, it makes you funnier, well, that’s a side effect we can all laugh about.