#Get er done update#

Encourage your employees to manage their schedule to ensure completion of those items.ДЄccountability for results will increase when your employees are clear about their Master Priorities, when theyвЂ™ve identified their disrupters and when theyвЂ™ve put strategies in place to minimize the disrupters. Identify вЂњmust-accomplishвЂќ items for the day and for the week. Be mindful of how many people are disrupted by the overuse of the cc line. Encourage team members to be removed if theyвЂ™re being ccвЂ™d only as a courtesy. Have your team-across the board-get a handle on the use of cc: in email chains. They can train others to reach out to them through text message or Slack (whatever your internal communication system) if something is urgent.

#Get er done update#

Give your employees permission to be more discerning about meeting invitations and not attend meetings if they are not a key resource and if they can be informed of progress through meeting minutes or an update from a co-worker.Д®ncourage your employees to check emails three or four times a day and turn off notifications between those time blocks.

Have your employees schedule meetings with themselves to complete project work. Once equipped with a list of disrupters, what can be done to minimize their presence in your employeesвЂ™ day? Here are a few ideas to get you started. You can ask your employees to answer the question: вЂњWhat are the things in your day that make it difficult for you to advance high-priority projects?вЂќ They feel the pain, but they donвЂ™t identify what it actually is. It may come as no surprise that most employees donвЂ™t pause to analyze what is getting in the way of their productivity. I encourage you to carve out space for your employees to identify their disrupters and then put some strategies in place to minimize them.

Strategy #3: Identify and minimize disrupters.ДЇor most employees-as mentioned at the beginning of this column-the list of productivity disrupters is long. This exercise can be repeated two or three times a year and further supported by regular weekly one-on-one conversations. It is common for priorities to change within organizations, and at times, the communication systems to disseminate updated information to the front lines fall short. Where is the greatest value generated?Дo you agree? If you see something differently, this is an opportunity for discussion and to reach alignment. Next, ask them to identify the three to five things they see as the most important in their role. What 20% of their work input will generate 80% of their work output? Do you know? Do your employees know? Are you aligned around the answer?ДЄsk each of your employees to brainstorm a list of all of the things they do in a day, week or month. the вЂњBig RocksвЂќ), many employees are left guessing. Get Er Done: Experiences of Canadian Farmers Living with Chronic Low Back Disorders. Without your involvement in helping to clarify the Master Priorities (a.k.a.

Most employees juggle multiple priorities. Strategy #2: Be crystal clear about your expectations. Pebbles and smaller rocks are a lot easier, so employees can easily get distracted kicking them around.Дuring your one-on-ones, you can talk with each of your employees about expectations and then make sure both you and they are also in tune with the disrupters coming their way. Just as the name suggests, the Big Rocks can be difficult to move. The вЂњBig RocksвЂќ are the strategic assignments. Strategy #1: Conduct weekly one-on-one conversations with your employees.ДЄ weekly conversation is an easy way to ensure alignment around the highest priority responsibilities for the coming week, month and quarter. The list continues beyond this.ДЄs a leader, you can play a role in helping your employees maximize their productivity. There are a whole host of reasons for this-unclear expectations, daily chatter, unproductive or unnecessary meetings, misunderstanding of strategy, social media distractions, wandering around, duplicate work, an endless supply of emails to respond to, idle time wondering what to do next, putting out fires, shifting priorities, family situations (especially with home-based work on the rise), and requests for help from others.