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Rethinking Productivity: How Personality Affects Productivity (and Why No One`s Ever Told You)

Rethinking Productivity: How Personality Affects Productivity (and Why No One`s Ever Told You)

(Editor’s Note: We’re starting a new series this week featuring new Lifehack contributor Kirsten Simmons called “Rethinking Productivity”. The hope is our readers will ask Kirsten questions about productivity, organization, and time management so that she can provide answers that will make people take a step back and “rethink” productivity. Enjoy.)

Dear Kirsten,

It’s funny that you mention Getting Things Done, because my crash with that system is what initially prompted me to write. I’ve heard so many people rave about it and read so many good reviews, and when I picked up the book it was the most confusing thing I’d ever read! I had to pull out my sketchbook to try to visualize all the steps and even now I’m not sure I got them right.

I started with the collection of outstanding stuff to do, and ended up with an inbox at least a foot high. Then I tried to sort through it all and do the two minute tasks. After three hours my head was pounding and I’d only gotten halfway through! At least a third of my “two minute” tasks ended up taking much more time, and I felt torn between trying to finish them or going back and leaving yet another item hanging in limbo. I took another stab the next day and managed to get all the way through, leaving me with hefty stacks of short and long term projects, subdivided between personal and income-producing.

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But now here’s the thing – I really want to dig into some of my long term projects now! The short ones should have the priority, but going through the materials I had collected for the long term projects simply has rekindled my desire and excitement for them.

I pushed past that and started trying to keep GTD going day-to-day. I spent at least an hour each day trying to keep everything straight and moving tasks back and forth as I completed them, went on to something else, then came back with a new idea for a completed task and reopened it again. On days where I taught workshops, my inbox piled high with tasks and I’d have to work twice as long the next day to catch up. I began to second guess myself and lose track of tasks in the system, especially when they’d been moved back and forth a few times. Finally I crashed after a 3 day workshop when my inbox was full of at least 5 hours of sorting, categorizing and networking tasks. The pile was back to the 12+ inches I’d had when I first started, and it had only been a month!

Reading back now, it feels so silly – why couldn’t I just have done the work? Clearly other people use this system to great effect, but the sight of that mile-high inbox was just so demoralizing! I tossed the entire thing into the recycling bin and felt a bit better, but my inherent problem still remains. I’m ditzy and flakey and I don’t mean to stand people up with work and play, but somehow it ends up happening anyway and I hate to disappoint people. Any ideas how I can prevent that?

Signed,

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G – (aaaah!)

    Dear G,

    Your brush with GTD sounds similar to my own, except that I believe my inbox had reached around 3 feet in height before I bailed. I distinctly remember the thing falling over in a landslide of paper, business cards and post-it notes, and my dogs rushing in to investigate and gleefully grabbing pages to rip apart. I should have scolded them, but it was such a relief to see the remains of what I should have been doing!

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    As I mentioned last time, productivity needs to fit within your own personal ecosystem. That ecosystem includes your goals, your personality, your strengths and weaknesses, your habits and your life commitments. In GTD, productivity is the be all and end all, a blunt instrument which can be effective in the right hands, but which can be overwhelming or even destructive in others. Let’s say you had a tomato and needed to cut it in two. http://www.lifehack.org/articles/communication/when-to-use-email-when-not-to.htmlWould you choose a chainsaw, a butcher’s knife, a paring knife or a butterknife?  You need to have the right tool for the job!

    You don’t mention much about your goals, habits or strengths/weaknesses in your letter, but you have provided me some hints as to your personality. Given the physical height of your inbox, your need to visualize the steps of GTD and your mention of hating to disappoint people, I’m going to guess you’re Environmental or Fantastical, and I’ll go out on a limb to say that Environmental is your primary and Fantastical your secondary. Everyone has a primary type that comes most naturally to them and picks up secondary types based on the strength of the influences around them growing up.

    • The Environmental Type is an amazing people person. They have the enviable skill of being able to feel and interpret the body language and emotion of the people around them, and they are happiest when those they love and spend time with are happy. This is a double edged sword, however, and I have seen many Environmentals neglecting themselves to the point of ruining their health in favor of supporting those around them instead. Your routinely overflowing inbox is indicative of a classic Environmental conundrum – saving anything that might have value to someone, someday. Let me guess – your email inbox is the same way, isn’t it?
    • The Fantastical Type is a visual thinker, and they bring an impressive problem solving ability to any task they undertake. They have a tendency to get lost in what they do and remain lost for hours on end, regardless of what’s going on around them. This is the author who stays up into the wee hours of the morning writing and the scientist who dives into his lab with an idea and emerges hours later having forgotten to eat, drink or do anything else on his calendar in the intervening time.

    There are two additional types, the Analytical and the Structural.

    • The Analytical Type is a brilliant big picture thinker, and is able to internalize and process information quickly. This is the person who can look at a chart or figure, understand what’s going on and how it fits into her goals, and speak intelligently about the meaning of the data and the next steps. They are also very ambitious, sometimes to the detriment of other pieces of their life when they’re in pursuit of a goal.
    • The Structural Type is the naturally gifted systems person – they can see a situation, understand the pieces, and think through the potential possible outcomes to put together a repeatable process. While I don’t know David Allen personally, the simple existence of the Getting Things Done empire tells me he’s a Structural. And systems like GTD can work great – for other Structurals. That’s why you see so many Structural systems in the productivity arena – it’s a natural response when you see others struggling to want to help, and if you have a productivity system that works for you then you’ll naturally tell others about it when you see them struggling with productivity. But when an Environmental or a Fantastical tries to use a Structural system, we see the frustration, stress and eventual abandonment that you describe, G – (aaah!). When an Analytical uses a Structural system, they can manage it but it’s not the best use of their time and abilities.

    So what’s the solution for those of us who have differing strengths than our Structural counterparts? Well, that depends on the other elements of the ecosystem – your goals, your habits and your life commitments. Why don’t you write back and tell me about the first and the third, G – (aaah!)? Then we can start to test out ideas that have a greater chance of working for you.

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    With Love,
    Kirsten

    Now it’s your turn – given these type descriptions, which one do you think you are?

    Have a productivity problem? Tell Kirsten all about it and get a solution!

    Featured photo credit: One Green Car Among Many Other Cars via Shutterstock and inline photo by Johannes Kleske via Flickr (CC BY 2.0)

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    Last Updated on January 6, 2021

    14 Ideas on How to Measure Productivity to Make Progress

    14 Ideas on How to Measure Productivity to Make Progress

    Everyone has heard the term productivity, and people talk about it in terms of how high it is and how to improve it. But fewer know how to measure productivity, or even what exactly we are talking about when using the term “productivity.”

    In its simplest form, the productivity formula looks like this: Output ÷ Input = Productivity.

    For example, you have two salespeople each making 10 calls to customers per week. The first one averages 2 sales per week and the second one averages 3 sales per week. By plugging in the numbers we get the following productivity levels for each sales person.

    For salesperson one, the output is 2 sales and the input is 10 sales: 2 ÷ 10 = .2 or 20% productivity. For salesperson two, the output is 3 sales and the input is 10 sales: 3 ÷ 10 = .3 or 30% productivity.

    Knowing how to measure and interpret productivity is an invaluable asset for any manager or business owner in today’s world. As an example, in the above scenario, salesperson #1 is clearly not doing as well as salesperson #2.

    Knowing this information we can now better determine what course of action to take with salesperson #1.

    Some possible outcomes might be to require more in-house training for that salesperson, or to have them accompany the more productive salesperson to learn a better technique. It might be that salesperson #1 just isn’t suited for sales and would do a better job in a different position.

    How to Measure Productivity With Management Techniques

    Knowing how to measure productivity allows you to fine tune your business by minimizing costs and maximizing profits:

    1. Identify Long and Short-Term Goals

    Having a good understanding of what you (or your company’s) goals are is key to measuring productivity.

    For example, if your company’s goal is to maximize market share, you’ll want to measure your team’s productivity by their ability to acquire new customers, not necessarily on actual sales made.

    2. Break Down Goals Into Smaller Weekly Objectives

    Your long-term goal might be to get 1,000 new customers in a year. That’s going to be 20 new customers per week. If you have 5 people on your team, then each one needs to bring in 4 new customers per week.

    Now that you’ve broken it down, you can track each person’s productivity week-by-week just by plugging in the numbers:

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    Productivity = number of new customers ÷ number of sales calls made

    3. Create a System

    Have you ever noticed that whenever you walk into a McDonald’s, the French fry machine is always to your left? 

    This is because McDonald’s created a system. They have determined that the most efficient way to set up a kitchen is to always have the French fry machine on the left when you walk in.

    You can do the same thing and just adapt it to your business.

    Let’s say that you know that your most productive salespeople are making the most sales between the hours of 3 and 7 pm. If the other salespeople are working from 9 am to 4 pm, you can potentially increase productivity through something as simple as adjusting the workday.

    Knowing how to measure productivity allows you to set up, monitor, and fine tune systems to maximize output.

    4. Evaluate, Evaluate, Evaluate!

    We’ve already touched on using these productivity numbers to evaluate and monitor your employees, but don’t forget to evaluate yourself using these same measurements.

    If you have set up a system to track and measure employees’ performance, but you’re still not meeting goals, it may be time to look at your management style. After all, your management is a big part of the input side of our equation.

    Are you more of a carrot or a stick type of manager? Maybe you can try being more of the opposite type to see if that changes productivity. Are you managing your employees as a group? Perhaps taking a more one-on-one approach would be a better way to utilize each individual’s strengths and weaknesses.

    Just remember that you and your management style contribute directly to your employees’ productivity.

    5. Use a Ratings Scale

    Having clear and concise objectives for individual employees is a crucial part of any attempt to increase workplace productivity. Once you have set the goals or objectives, it’s important that your employees are given regular feedback regarding their progress.

    Using a ratings scale is a good way to provide a standardized visual representation of progress. Using a scale of 1-5 or 1-10 is a good way to give clear and concise feedback on an individual basis.

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    It’s also a good way to track long-term progress and growth in areas that need improvement.

    6. Hire “Mystery Shoppers”

    This is especially helpful in retail operations where customer service is critical. A mystery shopper can give feedback based on what a typical customer is likely to experience.

    You can hire your own shopper, or there are firms that will provide them for you. No matter which route you choose, it’s important that the mystery shoppers have a standardized checklist for their evaluation.

    You can request evaluations for your employees friendliness, how long it took to greet the shopper, employees’ knowledge of the products or services, and just about anything else that’s important to a retail operation.

    7. Offer Feedback Forms

    Using a feedback form is a great way to get direct input from existing customers. There are just a couple of things to keep in mind when using feedback forms.

    First, keep the form short, 2-3 questions max with a space for any additional comments. Asking people to fill out a long form with lots of questions will significantly reduce the amount of information you receive.

    Secondly, be aware that customers are much more likely to submit feedback forms when they are unhappy or have a complaint than when they are satisfied.

    You can offset this tendency by asking everyone to take the survey at the end of their interaction. This will increase compliance and give you a broader range of customer experiences, which will help as you’re learning how to measure productivity.

    8. Track Cost Effectiveness

    This is a great metric to have, especially if your employees have some discretion over their budgets. You can track how much each person spends and how they spend it against their productivity.

    Again, this one is easy to plug into the equation: Productivity = amount of money brought in ÷ amount of money spent.

    Having this information is very useful in forecasting expenses and estimating budgets.

    9. Use Self-Evaluations

    Asking your staff to do self evaluations can be a win-win for everyone. Studies have shown that when employees feel that they are involved and their input is taken seriously, morale improves. And as we all know, high employee morale translates into higher productivity.

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    Using self-evaluations is also a good way to make sure that the employees and employers goals are in alignment.

    10. Monitor Time Management

    This is the number one killer of productivity in the workplace. Time spent browsing the internet, playing games, checking email, and making personal calls all contribute to lower productivity[1].

    Time Management Tips to Improve Productivity

      The trick is to limit these activities without becoming overbearing and affecting morale. Studies have shown that most people will adhere to rules that they feel are fair and applied to everyone equally.

      While ideally, we may think that none of these activities should be done on company time, employees will almost certainly have a different opinion. From a productivity standpoint, it is best to have policies and rules that are seen as fair to both sides as you’re learning how to measure productivity.

      11. Analyze New Customer Acquisition

      We’ve all heard the phrase that “It’s more expensive to get a new customer than it is to keep an existing one.” And while that is very true, in order for your business to keep growing, you will need to continually add new customers.

      Knowing how to measure productivity via new customer acquisition will make sure that your marketing dollars are being spent in the most efficient way possible. This is another metric that’s easy to plug into the formula: Productivity = number of new customers ÷ amount of money spent to acquire those customers.

      For example, if you run any kind of advertising campaign, you can compare results and base your future spending accordingly.

      Let’s say that your total advertising budget is $3,000. You put $2,000 into television ads, $700 into radio ads, and $300 into print ads. When you track the results, you find that your television ad produced 50 new customers, your radio ad produced 15 new customers, and your print ad produced 9 new customers.

      Let’s plug those numbers into our equation. Television produced 50 new customers at a cost of $2,000 (50 ÷ 2000 = .025, or a productivity rate of 2.5%). The radio ads produced 15 new customers and cost $700 (15 ÷ 700 = .022, or a 2.2% productivity rate). Print ads brought in 9 new customers and cost $300 (9 ÷ 300 = .03, or a 3% return on productivity).

      From this analysis, it is clear that you would be getting the biggest bang for your advertising dollar using print ads.

      12. Utilize Peer Feedback

      This is especially useful when people who work in teams or groups. While self-assessments can be very useful, the average person is notoriously bad at assessing their own abilities.

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      Just ask a room full of people how many consider themselves to be an above average driver and you’ll see 70% of the hands go up[2]! Now we clearly know that in reality about 25% of drivers are below average, 25% are above average, and 50% are average.

      Are all these people lying? No, they just don’t have an accurate assessment of their own abilities.

      It’s the same in the workplace. Using peer feedback will often provide a more accurate assessment of a person’s ability than a self-assessment would.

      13. Encourage Innovation and Don’t Penalize Failure

      When it comes to productivity, encouraging employee input and adopting their ideas can be a great way to boost productivity. Just make sure that any changes you adopt translate into higher productivity.

      Let’s say that someone comes to you requesting an entertainment budget so that they can take potential customers golfing or out to dinner. By utilizing simple productivity metrics, you can easily produce a cost benefit analysis and either expand the program to the rest of the sales team, or terminate it completely.

      Either way, you have gained valuable knowledge and boosted morale by including employees in the decision-making process.

      14. Use an External Evaluator

      Using an external evaluator is the pinnacle of objective evaluations. Firms that provide professional evaluations use highly trained personnel that even specialize in specific industries.

      They will design a complete analysis of your business’ productivity level. In their final report, they will offer suggestions and recommendations on how to improve productivity.

      While the benefits of a professional evaluation are many, their costs make them prohibitive for most businesses.

      Final Thoughts

      These are just a few of the things you can do when learning how to measure productivity. Some may work for your particular situation, and some may not.

      The most important thing to remember when deciding how to track productivity is to choose a method consistent with your goals. Once you’ve decided on that, it’s just a matter of continuously monitoring your progress, making minor adjustments, and analyzing the results of those adjustments.

      The business world is changing fast, and having the right tools to track and monitor your productivity can give you the edge over your competition.

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      Featured photo credit: William Iven via unsplash.com

      Reference

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