Hard or Soft?

Is productivity improvement a hard or soft skill?

Is it better, for example, to consider and analyse hard performance data or approach improvement from a softer, behavioural stand point.

This is definitely not an ‘either …. or’ scenario.  Hard and soft skills are complementary.

When we change elements of a process, a system, a procedure or a specification, we fail unless the result is changed behaviour.

Preferably we make our changes to processes, systems, etc within a changed culture where we expect contributions as to what to change and how to change to come, in part, from those whose behaviour we want to modify.

Change is much more likely to be successful and sustainable when people do it to themselves (or at least contribute to it)  rather than having it imposed externally.

So, if you want to appoint someone to lead change, make sure they have hard skills - so they can diagnose problems and opportunities for change, and soft skills - so they can generate and support the changed behaviours that lead to real improvement.

The Productivity Divide

 I have written a number of blog posts relating to working from home including ones that describe the  difference in view of effectiveness of WFH as perceived by employees and their managers.

Managers who think staff working from home are not always productive sometimes go to extraordinary lengths to monitor what they think is productivity.

They may monitor websites and apps visited by employees during work hours; they may monitor keystrokes; they may block certain sites; they may capture random screenshots.

Of course, if employees know such surveillance is going on, they will find ways of working around it, and we have a form of ‘arms race’ as each outdoes the other. 

None of it, of course, is productive.

All this goes away if the managers start to concentrate on outputs, and outcomes, instead of inputs.

Ask not, “What do we want our employees to do?” but “What do we want our employees to achieve?”

Digital Presenteeism

We know there is a disconnect between the views of employers and employees on the productivity of working from home. Employees are happier and believe they are more productive; their managers are not so sure.

Now it seems, that some of those employees are indulging in what has been termed ‘productivity theatre’.  They make sure their mouse moves frequently - even if they are not working productively - in case their keystrokes are being monitored.

They also attend online meetings which do not directly involve them so managers can spot their participation.

However, this ‘presenteesim’ in not engagement - or not meaningful engagement anyway.  These people are wasting time and being non-productive by trying to show themselves as productive.

This productivity gap needs to be filled.

Its Not Foootball

Lots of US sports articles talk about productivity of a team, or a quarterback or other star player. Of course, they don’t understand the meaning of ‘productivity’. What they are talking about is ‘performance’.

The  two are linked but they are not synonymous. Productivity is a ratio of output to input whereas performance relates to output only.

Does it matter if sports reporters use the wrong term?

Well, in the greater scheme of things, not really.

BUT …

If the readers of such articles get to understand productivity as a measure of output and then see articles talking about national productivity they might make judgements on what they read based on their false concept. This could even influence their political thinking and then their voting pattern.

So, that sports writer could be responsible for  a change of mayor, senator or, even,  president.

Perhaps we should encourage US sports writers to understand productivity and write accordingly.

Perhaps, also, we should encourage all citizens to understand productivity and act accordingly.   

After all, it is productivity that’s determines their future wealth and well-being.

 

UK Future Pfroductivity

 The UK has a new monarch and a new Prime minister- one avowedly committed to economic growth as the way to climb out off the abyss we are in.

But, as yet, apart from the long-espoused commitment to tax cuts, we have seen little evidence of what will create that growth.

Where is the infrastructure strategy?

Where is the skills strategy?

These are key responsibilities of government for a high performing, high productivity nation.

As yet, we have heard a few platitudes, but no plans.

I am available for an advisory role!