Canada plagued by productivity deficit
But building a ‘tribe’ can help you cope
< >
Taylor Swift is renowned for her squad and though some have decried her gaggle of friends, having your own “tribe” should be part of your “coping tool belt.” It can help you stay engaged and do your best — even if you’re working in an environment that’s chaotic and full of unnecessary complications and distractions, a stress and resiliency expert advises.
Like ‘fight or flight,’ ‘tend and befriend’ is a common response to stress, Beverly Beuermann-King explains. The first allows someone to fight against a threat if overcoming that threat is likely or to flee if overcoming that threat is unlikely. The second is characterized by befriending those around in times of stress to increase the likelihood of survival.
Productivity deficit — the feeling among workers that they’re not performing to the best of their abilities in the workplace — contributes to stress. According to an ADP Canada Sentiment Survey, 49 per cent of Canadian workers suffer from it.
DISTRACTIONS
Of those, 43 per cent blamed poor productivity on distraction. “Distraction can be rooted in a wide variety of causes, from poor office design to overly ambitious multi-tasking to the pervasive presence of social media,” ADP Canada CFO Russell Wong said in a statement. “Every situation is different but employers should look first at the things they can control, such as noisy or crowded workspaces and then at what their employees can control.”
Among less productive workers, 35 per cent complained of barriers such as cumbersome workflows, bureaucratic red tape and organizational bottlenecks. “Streamlining and getting rid of red tape and silos within an organization can reduce bickering, complaining and frustration and lead to increased productivity,” says Beuermann-King. “The key is to examine everything and look for simplification and clarity.”
Finally, 27 per cent of less productive employees admitted they just don’t need to work more efficiently to get the job done. Lack of training, resources or low levels of employee engagement can be part of the problem. “Most workers are capable of and want to add more value to their organization but sometimes they’re simply not given the tools, opportunities or context to discuss and advance these aspirations,” Wong said.
TELLTALE SIGNS
Increased absenteeism, sick leave and benefits usage are telltale signs your team suffers from productivity deficit.
“When we don’t feel like we’re performing our best, when we can’t work at our peak performance or when we’re feeling frustrated or overwhelmed, it’s self-protection to become disengaged,” Beuermann-King says.
To improve productivity, managers must do more than simply ask the proper questions, such as: How can we reduce distractions? How can we streamline this process? What tools or training do you need to perform at your peak?
They must create an environment where it’s safe for employees to respond honestly without fear of being chastised for insubordination or negativity. It’s also important to ensure your team is working towards the same goal. “Talk about where you’ve come from and where you’re going and get people excited about that,” Beuermann-King says.
COPING TOOL BELT
There’s no such thing as a stress-free job but how you cope with stress depends on your coping tool belt. “For some of us, that tool belt is really well developed and we can be very resilient in most situations. For others, everything seems to throw us off,” says Beuermann-King.
She describes resiliency as “the tools we use to make life full and flourishing. Are you eating right, sleeping right and exercising? Are you taking breaks to refresh yourself? Do you have hobbies? Those kinds of things help our resiliency.”
Research suggests connectedness is even more important. “Are you connected with someone at work you can talk to, vent to and rely on?” she asks. “Connection with other people and moving in the same direction helps with engagement.”
But building a ‘tribe’ can help you cope
< >
Taylor Swift is renowned for her squad and though some have decried her gaggle of friends, having your own “tribe” should be part of your “coping tool belt.” It can help you stay engaged and do your best — even if you’re working in an environment that’s chaotic and full of unnecessary complications and distractions, a stress and resiliency expert advises.
Like ‘fight or flight,’ ‘tend and befriend’ is a common response to stress, Beverly Beuermann-King explains. The first allows someone to fight against a threat if overcoming that threat is likely or to flee if overcoming that threat is unlikely. The second is characterized by befriending those around in times of stress to increase the likelihood of survival.
Productivity deficit — the feeling among workers that they’re not performing to the best of their abilities in the workplace — contributes to stress. According to an ADP Canada Sentiment Survey, 49 per cent of Canadian workers suffer from it.
DISTRACTIONS
Of those, 43 per cent blamed poor productivity on distraction. “Distraction can be rooted in a wide variety of causes, from poor office design to overly ambitious multi-tasking to the pervasive presence of social media,” ADP Canada CFO Russell Wong said in a statement. “Every situation is different but employers should look first at the things they can control, such as noisy or crowded workspaces and then at what their employees can control.”
Among less productive workers, 35 per cent complained of barriers such as cumbersome workflows, bureaucratic red tape and organizational bottlenecks. “Streamlining and getting rid of red tape and silos within an organization can reduce bickering, complaining and frustration and lead to increased productivity,” says Beuermann-King. “The key is to examine everything and look for simplification and clarity.”
Finally, 27 per cent of less productive employees admitted they just don’t need to work more efficiently to get the job done. Lack of training, resources or low levels of employee engagement can be part of the problem. “Most workers are capable of and want to add more value to their organization but sometimes they’re simply not given the tools, opportunities or context to discuss and advance these aspirations,” Wong said.
TELLTALE SIGNS
Increased absenteeism, sick leave and benefits usage are telltale signs your team suffers from productivity deficit.
“When we don’t feel like we’re performing our best, when we can’t work at our peak performance or when we’re feeling frustrated or overwhelmed, it’s self-protection to become disengaged,” Beuermann-King says.
To improve productivity, managers must do more than simply ask the proper questions, such as: How can we reduce distractions? How can we streamline this process? What tools or training do you need to perform at your peak?
They must create an environment where it’s safe for employees to respond honestly without fear of being chastised for insubordination or negativity. It’s also important to ensure your team is working towards the same goal. “Talk about where you’ve come from and where you’re going and get people excited about that,” Beuermann-King says.
COPING TOOL BELT
There’s no such thing as a stress-free job but how you cope with stress depends on your coping tool belt. “For some of us, that tool belt is really well developed and we can be very resilient in most situations. For others, everything seems to throw us off,” says Beuermann-King.
She describes resiliency as “the tools we use to make life full and flourishing. Are you eating right, sleeping right and exercising? Are you taking breaks to refresh yourself? Do you have hobbies? Those kinds of things help our resiliency.”
Research suggests connectedness is even more important. “Are you connected with someone at work you can talk to, vent to and rely on?” she asks. “Connection with other people and moving in the same direction helps with engagement.”
