Most people have had their share of “bad bosses.” According to research by Gallup, it’s a leading factor as to why so many people are actively disengaged at work. In fact almost 70% in the USA alone are disengaged because they have a bad manager.
A 2013 study found that the average business leader is connected to their work 72 hours a week. There are only 168 hours in a week, so if the leader is spending 72 of them working and let’s say eight hours a day (56 hours a week) on sleeping, eating and bathing, that only leaves 40 hours a week to do everything else they need or want to do. The new book, Overworked and Overwhelmed: The Mindfulness Alternative by Scott Eblin deals with our “do more with less” culture and the 24/7 smartphone addicted environment that leaves many people teetering on the brink of a caffeine-addicted, sleep-deprived, stressed-out existence. I was interested to read about an ongoing a study at Google that is looking to determine the factors that make employees feel energized or deenergized. One of the big findings is that their workers fall into 2 groups:
31% are segmenters who work when they’re at work and ignore it when they’re away from work.
"You can have the greatest product in the world, the most superb service, but, if no one knows about it, you will have a warehouse full of excellent products, and you will be sitting around your office, waiting for the phone to ring.
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The implementation of a business management dashboard in companies drives productivity and performance improvements in many areas. This fact has been illustrated and verified by a variety of research studies in the past decade:
One of the benefits of working with RESULTS.com is that we get to observe thousands of teams working on their Goals, and by analyzing the patterns we quickly learn what works and what doesn’t in terms of achieving better business results.
I read a fascinating bio on Larry Page, the co-founder and CEO of Google. The story goes that for many years he was “anti-management”. After all, Google went to great lengths to only hire the most talented software engineers, and he thought that having a layer of supervisors to manage them and prioritize their work was an unnecessary cost and impediment to getting work done. He reasoned that Google’s team of highly talented people should be able to self-organize and manage themselves. Interestingly, we are now seeing other tech companies like Zappos experiment with this approach.
Just as rave reviews about a company can travel quickly across social media, so can stories of rude service or a company being unresponsive to their customers. Social media and mobile devices have given customers a voice like they've never had before.
Since implementing the RESULTS.com software, communication between staff members regarding reaching targets and goals has improved ten-fold. (There is also healthy competition with the new “gamificiation” feature!)
Tania Young – Director – BRAVEday
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