Tag: employeeengagement

The 7 Biggest Workplace Time-Wasters and How to Avoid Them

Your employees work hard. You’re positive of this, because every time you stroll through the office, they are toiling along. So why is productivity so low? What’s holding up progress? Here are the biggest time-wasters in the workplace, and how to axe them for good.

1. Irrelevant Meetings and Presentations

Workplace
If the meeting can’t be eliminated, but perhaps only a few workers actually need to attend.

Meetings have spiraled out of control. We now hold meetings with the sole agenda of planning where, when, and how to hold other meetings! Presentations are the same — nobody needs someone to read every slide of a PowerPoint, just distribute the file and let workers read at their own pace. Eliminate meetings and opt for another means of discussion and collaboration, or restrict meetings to instances when nothing else will work.

2. Replace the “To Do” List With a “Stop Doing” List

The “to do” list has been as misused and abused as the old meeting. Workers get so focused on completing the menial tasks on the list, that they neglect more pressing matters. Work toward creating “stop doing” lists, which help workers give up time-wasters and focus on the tasks at hand.

3. Doing Other People’s Work

Are managers or other workers trying to take up the slack for workers who either don’t know what they’re doing or simply need a hand with everything? If so, it’s time to start letting the swimmers swim and, well, let the others sink. Holding up dead weight drags everyone’s productivity down.

4. Constant Interruptions (Business or Personal)

Workplace
Give employees the right tools to control interruptions and increase their productivity.

A worker delves into a task. Then the phone rings. Then an email message pops up. After that, the worker’s mom sends her a text message, and then a coworker stops by for a question (or two or five). Designate specific times of the day to handle calls and messages and leave the rest available for productive work.

5. Over-Multitasking

Multitasking makes many workers feel like they’re accomplishing a lot, but are they really? Taking on too much at once can mean that 100 different projects are 1 percent complete at the end of the day. It’s usually more efficient to undertake a single project and work to its completion (or at least a realistic stopping point) before taking on the next.

6. A Disorganized Work Environment

Creative types love to tout their clutter as an organizational system only they understand. But studies show that clutter and disorganization lead to significant wasted time over the long run. Insist on tidy workspaces, viable filing systems, and practical processes and workflows throughout the organization.

7. Excessive Breaks

It’s a good idea to get the mind (and the eyes) off the computer for brief times during the workday. It helps reestablish focus and reduce stress. But visiting the coffee machine or smoking area every 15-20 minute is not productive; it simply wastes a lot of time. Designate specific break times (two to three per day) and restrict trips to the break room to those times. It’s okay for employees to stand up, stretch, or take a brief walk in between those times, but an extended coffee or smoking break can easily waste 1-2 hours in a given workday, plus regularly scheduled breaks and lunches. It adds up.

Finding yourself distracted from your real work or fighting constant interruptions? Read more in How Do You Solve a Problem Like Email .

HR Performance Event 2012 – BroadVision Seminar Sessions

Enterprise social network solutions, as well as changes in employee expectations regarding communication and collaboration at work, are placing additional challenges on HR Departments as the guardians of organisational culture. Both the desire for and the nature of these social business solutions is here to stay. HR need to navigate their way through the various interests in an organisation to manage both the bottom up ‘viral’ adoption that we have seen from various discussion platforms in recent years as well as the strategic initiatives for employee engagement. The key thing is that your organization’s culture and challenges are unique; blanket approaches such as: ‘Let’s get everyone on xxxxxx’, may not really solve your specific business problems or facilitate the transformation required.

The business benefits of social collaboration are real; unlocking knowledge; driving innovation; faster and more informed decision-making; and improved productivity. However, many social business projects fail to gain wide adoption, either through underuse and a perceived lack of real benefits; or through overuse and a perceived lack of productivity. Ultimately, whether the perception is positive or negative will tie closely to the quality of the interactions between employees and other participants, e.g., the value of the content they contribute. HR has a significant role to play both in the choice of an enterprise social network solution and in setting out a plan for adoption.

BroadVision is proud to be sponsoring the ‘HR Innovation and Technology’ Arena at the HR Performance 2012 event November 21st and 22nd at ExCel  in London where we will be presenting two key sessions on driving value out of your investment in an Enterprise Social Network.

The first session on Wednesday November 21st (10:15) will examine the way employees’ online behaviour may differ to real-life behaviour. This presents both opportunities and challenges in developing employee engagement strategies to unlock the knowledge of all participants in your enterprise social network.

The second session on Thursday November 22nd (14:15) will look at how to get the best out of your enterprise social network solution. Your social collaboration platform must be more than an additional discussion channel. To be truly effective your solution needs to be a place where real work gets done. To achieve that, the network needs to be the host of real business processes, whether they are new processes or existing processes migrated into the social network from elsewhere. Simply taking an existing business process and hosting it in a social network fails to take advantage of the inherent benefits of a social environment. This session will examine what is a “social business process”, and how does it differ from what we have seen before.

For HR, the opportunity to help drive superior business performance by designing and implementing strategies to increase and reward effective collaboration has never been more apparent. If you believe your organization can achieve significant competitive advantage by more effective internal communication, collaboration, and teamwork, then you as an HR practitioner will definitely benefit from both these sessions. To book please see the HR Performance 2012 event seminar sessions.