How to Increase Employee Productivity In The Workplace – Identify The Critical Work Behaviors
Blair Stevenson Studies and explains the Critical behaviours of the top performers that tend to increase the productivity at workplace.
This week we’re going to continue our discussion about the Productivity Lever.
The Productivity Lever is the FASTEST WAY TO GROW RESULTS and performance in your business I’ve found in my 18 years helping organisations improve employee performance.
It has three parts:
- The load arm – which represents the results or the productivity measures you want to improve.
- The fulcrum – which represents the on-job leadership performance of your managers.
- The effort arm – which represents the critical work behaviours that have the biggest impact on the performance that you’re trying to improve.
This week we’re going to take a look at four ways that you can identify those critical work behaviours:
- Take a look at industry best practices. In areas such as safety there will be recommended actions. Not all of them will be critical work behaviours, but you’ll be able to identify what needs to be in place.
- Look at the training you provide to your employees. If the training is providing techniques which you’ve validated as being able to improve performance for your business, some of those techniques will be critical work behaviours.
- Talk to the managers of high performing teams – teams which are doing really well in the specific area on which you’re focused. These managers are typically clear on the behaviours they need to manage to grow performance.
- The last method is the most effective way of identifying critical work behaviours. I consider it the Gold Standard, and it will help you validate those behaviours you’ve picked up from the other 3 sources. This is to COMPARE what your average performers are doing, versus what your high performers are doing.
There is a simple way to do that. Take some time to observe them.
Observe what three of your average performers are doing, and then observe two of your high performers. You will immediately notice some key behavioural differences between the two groups.
In my experience, those behavioural differences are the critical work behaviours that you want to focus your entire team on, to leverage up the results that you’re seeking.
So, that’s it from me for today.
Next week, we’re going to conclude our discussion about the Productivity Lever by focusing on the fulcrum – the on-job leadership performance of your managers.