Advertising
Advertising

5 Workplace Strategies to Supercharge Team Productivity

5 Workplace Strategies to Supercharge Team Productivity

Extraordinary management requires extraordinary thinking, and these creative workplace strategies are proven to supercharge team productivity over a sustained period. The following are innovative ideas used in companies all over the world to help high-performance teams crank efficiency up a few notches.

1. Schedule a FedEx Day

Australian software company Atlassian holds what it calls FedEx Days once per quarter to drive employee motivation and productivity. During these intense 24-hour periods, employees can work on whatever project they want so long as it doesn’t fall under their normal job responsibilities. The only other stipulation is that they must present their completed project to their colleagues the next day.

Atlassian cranks things up even further by enabling employees to vote on each other’s projects, giving an award to the winner and, in some cases, green-lighting top ideas for full production. The influence of FedEx Days on employee motivation and overall productivity is so strong that author Daniel Pink recommended it in his book “Drive.”

Advertising

2. Install a Love Machine

Second Life founder Philip Rosedale improved company culture by incentivizing employee recognition with the Love Machine. This series of video monitors lets workers leave short messages for specific individuals to recognize work well done, help given and other timely accolades. This system, as Rosedale explained, enables teammates to “tip each other for good work, and also to keep a very high degree of awareness about what everyone was doing, even as the company grew.”

3. Transition to a ROWE

Not all employees can function at their peak during the 9-to-5 workday; similarly, not all employees can focus in an office environment. A ROWE, or a results-only work environment, enables workers to essentially set their own hours and work wherever they feel most comfortable. Employees are measured solely on results, and preset quotas of vacation days, sick days or core hours are all thrown out the window.

The ROWE concept was devised by Cali Ressler and Jody Thompson of CultureRx for Best Buy; CultureRx has since helped 40 more U.S. companies transition to this innovative workplace strategy. Michael Reynolds, the president and CEO of SpinWeb, saw productivity double after his company enacted a ROWE.

Advertising

4. Let Employees Drive Bonuses

Another Second Life workplace strategy Rosedale revealed is that of employee-driven bonuses. Each teammate gets $1,000 per year to allocate to coworkers as he or she pleases. This peer performance review takes the onus of dividing bonuses away from managers, who may not be as closely connected with office leaders and peak performers.

5. Adopt “Thinking Days”

Barry Glassman of Glassman Wealth Services doesn’t send his employees to pricey conferences; instead, he sends them home for a day once per quarter, with pay, to watch presentations on Ted.com and brainstorm ideas for the business. Glassman also dedicates a half-day each quarter to an all-staff meeting in which each employee presents his or her favorite Ted.com presentation.

Glassman reports that Thinking Days have supercharged team productivity and new ideas. They’ve also raised employee morale, kept teams connected and exposed workers to a bevy of keynotes from the world’s top thinkers.

Advertising

The GWS Thinking Days also play on a phenomenon studied by Simone Ritter and his fellow researchers at the Radboud University Behavioral Science Institute: the role of the unconscious mind in creative output. Ritter asked two groups of university students to devise solutions to an everyday problem. One group spent 2 minutes on a distracting task before compiling their answers, while the other group got to work immediately.

Both groups came up with about the same number of creative ideas, but the first group was far better at picking its most creative idea than the second group. This pattern held up in subsequent experiments, leading the researchers to believe that the unconscious mind helps us determine which of our ideas are worth pursuing.

Conclusion

One of the toughest tasks managers have is fostering employee productivity and efficiency over an extended period. These strategies promote a productive office culture that organically motivates workers.

Advertising

(Photo credit: Closeup portrait of group of business people with hands together via Shutterstock)

More by this author

5 Workplace Strategies to Supercharge Team Productivity 5 Productivity Lessons From the Millennial Work Style 5 Management Practices That Kill Employee Productivity 5 Ways a ROWE Can Supercharge Office Productivity 10 Weekly Ten Minute Practices to Boost Work Productivity

Trending in Work

1 13 Characteristics of Highly Successful Entrepreneurs 2 5 Types of Horrible Bosses and How to Beat Them All 3 10 Simple Habits Every Effective Manager Needs to Learn 4 10 Ways To Help Your Employees Have A Healthy Work-Life Balance 5 Top 10 Workplace Safety Tips Every Employee Should Know

Read Next

Advertising
Advertising
Advertising

Last Updated on March 29, 2021

5 Types of Horrible Bosses and How to Beat Them All

5 Types of Horrible Bosses and How to Beat Them All

When I left university I took a job immediately, I had been lucky as I had spent a year earning almost nothing as an intern so I was offered a role. On my first day I found that I had not been allocated a desk, there was no one to greet me so I was left for some hours ignored. I happened to snipe about this to another employee at the coffee machine two things happened. The first was that the person I had complained to was my new manager’s wife, and the second was, in his own words, ‘that he would come down on me like a ton of bricks if I crossed him…’

What a great start to a job! I had moved to a new city, and had been at work for less than a morning when I had my first run in with the first style of bad manager. I didn’t stay long enough to find out what Mr Agressive would do next. Bad managers are a major issue. Research from Approved Index shows that more than four in ten employees (42%) state that they have previously quit a job because of a bad manager.

The Dream Type Of Manager

My best manager was a total opposite. A man who had been the head of the UK tax system and was working his retirement running a company I was a very junior and green employee for. I made a stupid mistake, one which cost a lot of time and money and I felt I was going to be sacked without doubt.

I was nervous, beating myself up about what I had done, what would happen. At the end of the day I was called to his office, he had made me wait and I had spent that day talking to other employees, trying to understand where I had gone wrong. It had been a simple mistyped line of code which sent a massive print job out totally wrong. I learn how I should have done it and I fretted.

My boss asked me to step into his office, he asked me to sit down. “Do you know what you did?” I babbled, yes, I had been stupid, I had not double-checked or asked for advice when I was doing something I had not really understood. It was totally my fault. He paused. “Will you do that again?” Of course I told him I would not, I would always double check, ask for help and not try to be so clever when I was not!

Advertising

“Okay…”

That was it. I paused and asked, should I clear my desk. He smiled. “You have learnt a valuable lesson, I can be sure that you will never make a mistake like that again. Why would I want to get rid of an employee who knows that?”

I stayed with that company for many years, the way I was treated was a real object lesson in good management. Sadly, far too many poor managers exist out there.

The Complete Catalogue of Bad Managers

The Bully

My first boss fitted into the classic bully class. This is so often the ‘old school’ management by power style. I encountered this style again in the retail sector where one manager felt the only way to get the best from staff was to bawl and yell.

However, like so many bullies you will often find that this can be someone who either knows no better or is under stress and they are themselves running scared of the situation they have found themselves in.

Advertising

The Invisible Boss

This can either present itself as management from afar (usually the golf course or ‘important meetings) or just a boss who is too busy being important to deal with their staff.

It can feel refreshing as you will often have almost total freedom with your manager taking little or no interest in your activities, however you will soon find that you also lack the support that a good manager will provide. Without direction you may feel you are doing well just to find that you are not delivering against expectations you were not told about and suddenly it is all your fault.

The Micro Manager

The frustration of having a manager who feels the need to be involved in everything you do. The polar opposite to the Invisible Boss you will feel that there is no trust in your work as they will want to meddle in everything you do.

Dealing with the micro-manager can be difficult. Often their management style comes from their own insecurity. You can try confronting them, tell them that you can do your job however in many cases this will not succeed and can in fact make things worse.

The Over Promoted Boss

The Over promoted boss categorises someone who has no idea. They have found themselves in a management position through service, family or some corporate mystery. They are people who are not only highly unqualified to be managers they will generally be unable to do even your job.

Advertising

You can find yourself persistently frustrated by the situation you are in, however it can seem impossible to get out without handing over your resignation.

The Credit Stealer

The credit stealer is the boss who will never publically acknowledge the work you do. You will put in the extra hours working on a project and you know that, in the ‘big meeting’ it will be your credit stealing boss who will take all of the credit!

Again it is demoralising, you see all of the credit for your labour being stolen and this can often lead to good employees looking for new careers.

3 Essential Ways to Work (Cope) with Bad Managers

Whatever type of bad boss you have there are certain things that you can do to ensure that you get the recognition and protection you require to not only remain sane but to also build your career.

1. Keep evidence

Whether it is incidents with the bully or examples of projects you have completed with the credit stealer you will always be well served to keep notes and supporting evidence for projects you are working on.

Advertising

Buy your own notebook and ensure that you are always making notes, it becomes a habit and a very useful one as you have a constant reminder as well as somewhere to explore ideas.

Importantly, if you do have to go to HR or stand-up for yourself you will have clear records! Also, don’t always trust that corporate servers or emails will always be available or not tampered with. Keep your own content.

2. Hold regular meetings

Ensure that you make time for regular meetings with your boss. This is especially useful for the over-promoted or the invisible boss to allow you to ‘manage upwards’. Take charge where you can to set your objectives and use these meetings to set clear objectives and document the status of your work.

3. Stand your ground, but be ready to jump…

Remember that you don’t have to put up with poor management. If you have issues you should face them with your boss, maybe they do not know that they are coming across in a bad way.

However, be ready to recognise if the situation is not going to change. If that is the case, keep your head down and get working on polishing your CV! If it isn’t working, there will be something better out there for you!

Good luck!

Read Next