Engaged employees are more productive.   This is not surprising.  If employees feel they have a  significant part to play in the organisation they work for, they are much more likely to share the goals of the organisation and to contribute fully to those goals. The culture of the organisation is a major determinant of the nature and level of

Over the last two decades and especially since the pandemic -  the workplace has undergone significant transformations. The rise of technology-driven companies brought flat hierarchies, attractive employee perks, and open-office concepts. Meanwhile, the integration of productivity tools like Slack, Trello, and generative AI has aimed to make workflows more efficient. However, despite these advancements, more employees

Last week, I asked “What should we measure?” And talked about the need to measure outputs/outcomes rather than inputs - in terms of workers’ contributions.  Working long hours is not a key to success.  Those hours have to make a contribution to strategic goals. Now, I read that Google co-founder Sergey Brin has called the

There is an old management adage… “If we can measure it, we can understand it”.  This is broadly true.  Certainly if we don’t measure, we find it hard to assess or judge. So. if we want to improve effectiveness and productivity, what should we measure? There is one basic answer to this.  We should measure what is important

I have written before about my belief that WFH imposes a brake on productivity.  There are all sorts of reasons - big and small.  The other day I thought of another reason which I thought I should bring to your attention. When working from home, employees obviously (well it’s obvious to me anyway), have less engagement with

If, on reading this headline, your first response was “If I don’t multitask, how do I get through my long and varied To Do list?”, then read on. If you switch regularly snd swiftly between tasks, or even worse, try to do two things at one, (like handle your emails while in a meeting), you