Factors that influence productivity:
• Employees who have control over their work schedules tend to be more motivated and productive. Flexibility can lead to better work-life balance, reducing burnout and increasing job satisfaction.
• A workspace that fosters easy communication and collaboration can enhance productivity. This includes both in-person interactions and virtual tools for remote teams.
• A comfortable and conducive physical or virtual work environment plays a significant role. This includes ergonomic set-ups, access to necessary technology and a quiet space for focused work.
• Leadership styles that support autonomy, provide clear goals and offer constructive feedback tend to enhance productivity. Managers should focus on results rather than micromanaging processes.
“ CREATING A PRODUCTIVE AND HAPPY WORK ENVIRONMENT REQUIRES A BALANCE BETWEEN
FLEXIBILITY AND STRUCTURE.“ LIZ SEBAG-MONTEFIORE, DIRECTOR, 10EIGHTY
organisations can deliver greater freedom to individuals, maintain team cohesion and produce important organisational and productivity goals. “Leaders need to move more to developing their
trust-building skills and ROWE tools,” he says. “Old- style leaders who insist on employees working in the office 100% of the time still rely on the ‘command and control’ approach. Many employees are now voting with their feet and choosing employers who offer more flexibility and trust when it comes to getting the work done, while those employers offering greater flexibility are retaining employees more easily.”
WHAT IS PRODUCTIVITY AND HOW CAN IT BE MEASURED EFFECTIVELY? Liz Sebag-Montefiore, director of coaching and mentoring consultancy 10Eighty and an executive coach, says that as larger organisations push for a return to the office, it is crucial to examine what environments foster productivity and satisfaction for employees and organisations. “Productivity is often measured by the output relative
to the input of resources,” she explains. In a workplace context, it encompasses not only the quantity of work produced, but also the quality, efficiency and overall effectiveness of the workforce.
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Behind the push for returning to the office in some organisations is the belief that in-person interaction fosters better teamwork and innovation. This more traditional mindset favours direct supervision to ensure productivity. Traditional managers see physical presence as essential for maintaining company culture and employee engagement. Liz says the potential drawback of this approach
is the loss of flexibility that employees have grown accustomed to, potentially lowering morale and productivity. Younger generations, more accustomed to digital communication and flexible work arrangements, may find this shift particularly restrictive. “Creating a productive and happy work environment
requires a balance between flexibility and structure,” she says. “Managers can support this by providing autonomy, ensuring effective communication and focusing on outcomes rather than processes. By understanding and embracing modern working methods, organisations can enhance productivity and employee satisfaction, ultimately driving success in a global market.”
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