Steps to Greater Productivity at Work

by Marlena Zakrzewska on March 17, 2015

Productivity and Happiness Unknown

As a cognitive expert, I always like to share the advice from experienced psychologists. I strongly recommend this short  talk from TEDxBloomington, psychologist Shawn Achor, who argues that  happiness inspires productivity.

Here at Bearing we are always keen on supporting  individuals and organisations to be more successful, productive and effective at their  work.

You cannot do a vision; you have to do the steps 

that enable it, step by step...

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Bearing Solutions 

Therefore, we have prepared among our other Solutions, a special way of supporting the productivity at work, a Goal Plan programme.

Many people feel lost in their everyday work. They do what they should, but they do not seem to understand why they are doing it and how it fits in the “big picture”. One reason that they feel this way is that there may not be clarity on objectives and that there are no clear goals. After all, it is not likely that anyone would set out on a major journey with no real idea of the destination.

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Therefore, Goal setting is a powerful process for thinking about the organisation’s mission, and for motivating each individual in the organisation to turn the vision of this mission into reality. By knowing precisely what you want to achieve, you know where you have to concentrate your efforts.

Process

To set up organisational and individual goals we follow a method, which includes the following steps:

 1.   Set or review organisational objectives – If the organisation is not clear on where it is going, no one working there will be either.

2.   Transfer goals down to employees through active participation – Everyone needs to understand how their personal goals fit with the objectives of the organisation. This is best done when goals and objectives at each level are shared and discussed, so that everyone understands “why” things are being done, and then sets their own goals to align with these.

 3.   Monitor progress – Once you have established what it is that someone is accountable for, you must provide the information and resources needed to achieve results. You must also create a mechanism for monitoring progress towards the goals agreed.

4.   Evaluate and reward performance – Employees are evaluated on their performance with respect to goal achievement. All that is left to do is to tie goal achievement to reward, as well as possible compensation, and provide the appropriate feedback.

Please contact us if you would like to find out more about our Goal Plan and support the productivity at your work place.

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About Marlena Zakrzewska :

Marlena is a consultant with Bearing, with a strong background in analysis, cognitive and behavioural studies and innovation.

Marlena was educated at King’s College London and Humboldt University Berlin, and has been involved in extensive studies regarding social psychology and consumer behaviour.

She believes that by understanding what affects behaviour and, by extension, how to influence behaviour, both organisations and individuals can become more successful. Understanding exactly how small changes to the details of an offer can influence the way people react to it is crucial to unlock significant value.

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