The Productivity People
energising people performance
Does any of this sound familiar?
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Everyone says they are too busy, but our numbers don’t show it.
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We are growing, but we seem to be getting slower. More people but less cumulative output.
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Why does everything still come back to me? I hired managers to take things off my plate.
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My best people keep leaving and I cannot get a straight answer on why.
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I promoted my best performers into management and now they are struggling.
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I cannot afford to replace them but I cannot keep carrying them either.
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I want to be more productive, but I keep just getting asked for more headcount.
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I’m copied in on everything, why can’t people make the decisions they are responsible for?
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It’s always someone else’s fault.
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Productivity is down! Costs are up!
It’s time to admit that we can’t simplify what isn’t simple.
Driving up productivity is, and was, never simple. But with each new competence matrix, new performance programme, new variation of incentivised bonus schemes, we never found the magic bullet. No matter what we tried, we could never quite figure out why one person, seemingly without particularly special knowledge or skills, was able to consistently out-perform another person who on paper, was supposed to be the high achiever.
But it is possible to find the difference that makes the difference.
Let us show you how.
Four things we know employees value and actively seek from their employer:
Clarity
An employer who makes sure that each employee is clear about their role, the expectations of them and how their performance and capability is assessed as well as viewed.
Assurance
An employer who provides assurance that they support their employees and aim to achieve mutual success.
Recognition
An employer who recognises employees for who they are and their actions and efforts, not merely their outputs.
Empathy
An employer who takes the wellbeing of their workforce seriously and understands that employees are individuals with unique circumstances.
If these four things aren’t easily evident, employees WILL move on (and at much expense and disruption to your organisation).
We work with future-focussed organisations to achieve measurable and sustainable gains through better understanding of how people productivity works in the real world.
If you recognise the financial impact of underperformance, lower than expected productivity or poor management and leadership, then our decades of research, experience and applied study will make the difference for your organisation.
Introducing the People Productivity Equation
Click on a word to learn more Valuable output compared to investment in human input. We work with individual contributors and managers to: - increase their CAPABILITIES - equip them to spot, create and seize on OPPORTUNITIES - help them to identify and bring out inner MOTIVATIONS - and sensitise them to the many DISRUPTIONS so that they can avoid, minimise or recover from them. The individual’s knowledge and skills to do what is required of them i.e. could they be both efficient and effective. A set of favourable conditions presented to, or created by, an individual that enables them to be productive. The desire, willingness, or reasons that trigger or influence an individual’s decisions and behaviours to be productive. The distractions and disturbances that impede focused activity, including those by others, flawed/ineffective processes and systems, negative or attention-reducing stimuli such as social media and digital notifications, and lack of focused attention (can be affected by physical or mental health).
The People Productivity Equation
People's Productivity
Capability
Opportunity
Motivation
Disruptions
Email us with any questions
info@clintonhr.com
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