11 Productivity Improvement Tips

It goes without saying that a productive team makes for a successful company. However, in times such as these, some companies may be encountering a widespread decrease in employee morale, and as a result, productivity levels are suffering as well. As a response to this, productivity improvement is a business strategy rapidly increasing in popularity.

Continuous Productivity Improvement

Productivity improvement is defined as the process of achieving more output from an hour of work. There are several forms of productivity improvement, including but not limited to:

• Capital: investment in facilities, software, infrastructure, machines, etc.
• Strategy and Business Model: developing a business strategy and model that are more likely to yield successful results.
• Tools: apps, workflow models, other resources, etc. available to employees for the successful and timely completion of tasks.
• Automation: systems and machines that automate work to boost productivity.
• Process Improvement: discovering and reducing wasted efforts in repeated business processes.
• Time Management: the personal process of identifying and reducing sources of wasted work time.
• Outsourcing: recruiting and paying individuals to do work that are outside of your current talent.
• Performance Management: the management process of setting goals for employees, monitoring progress, and evaluating results.
• Organizational Culture: developing norms, habits, expectations, standards for behaviors, and shared values as a group that are conducive to productivity.

There are also several general guidelines that leaders and employees alike can follow in order to maintain productivity improvement and maximize their success.

11 Productivity Improvement Tips

1. Quality Over Quantity

Oftentimes employees misunderstand how their employers define “efficiency”. It is not, in fact, necessarily completing as many tasks as possible in a given timeframe. Instead, the work being completed should offer value to the clients receiving it. Completing two projects that conform to the specifications of the client is far more preferred than pushing out five projects that don’t reflect the client’s needs and specs. You can greatly affect your productivity improvement by realizing that quality should never be compromised for quantity. Otherwise, the inevitable and more costly and unfavorable task of rework begins.

2. Don’t Over Extend Your Resources

Burnout is a very real possibility for employees who are not balancing their work/home life properly, also for those who are working too long without breaks. This can also apply to other resources being over-utilized such as technology, meeting rooms, etc.

3. Group Similar Tasks

If a worker or team has several tasks to complete, and some of them are similar, working on those tasks first will lead to productivity improvement. When an employee has to switch tasks to something that is completely different from the first, there is time lost as their brain adapts to the new actions they’ll need to take. For example, shifting from sending emails to making social media posts would be a lot easier than shifting from sending emails to preparing a technical presentation.

4. Budget the Time Spent on Tasks

Especially for employees managing several projects at once, or leaders faced with continuously arising challenges they need to navigate, it is very easy to lose track of time when you’re engaged in a single task. A good productivity improvement tip in managing your time is to set an alarm to remind you that you may be spending too much time on something, which will ideally prompt you to set attention to the other tasks.

5. Take Breaks

Although it seems contrary to being productive, taking regular breaks at work can actually help you get more work done. Some studies show that working in 90-minute intervals is ideal for peak productivity. This is because it’s hard for humans to focus fully after this amount of time. Take short breaks, and try to vary what you do during them – meaning, don’t take a break from writing an article and then just scroll through your social media all the time. Try to fit some exercise into your breaks so you don’t become sedentary – even if this is just a quick walk around the office (or yard), it helps. Make sure you’re eating as healthily as you can as well. With appropriate breaks, you’ll notice a huge spike in productivity improvement.

6. Set Deadlines for Yourself

While this may seem similar to managing time spent on a project, it’s actually another way to improve your productivity. For many people, having a deadline to complete something makes them much more likely to work on it – if something needs to be finished “by next week” or something similar, the lack of urgency may see it relegated toward the bottom of your to-do list. Even if something has a flexible due-date, set deadlines for yourself and you’ll see your productivity go way up.

7. Complete Short Tasks Right Away

If you come across a task that can be completed quickly and easily, do it right then and there. It saves the trouble of adding it to your to-do list. If you quickly – but efficiently – complete all short tasks that surface as you see them, you’ll have a lot less to do at the end of your day and create a greater sense of accomplishment. When you are confronted with a lengthy list of tasks, removing anything, even the smallest item, can be very gratifying as you reduce the list.

8. Re-work Your Meetings

Many people dislike going to meetings. Today, when so many meetings have shifted to virtual sessions, employees are seeing themselves less and less engaged with the content of the meetings themselves. If you want to see productivity improvement in your workplace, seriously consider whether a task requires a meeting at all. Can it be achieved through emails, phone calls, or another means of remote communication? If so, do it that way. If a task absolutely requires several people to meet to discuss it, try eschewing the cliché meeting format in favor of something more varied and engaging.

9. Don’t Try to Multitask If You Aren’t Efficient At It

While multitasking can be beneficial, if you aren’t efficient at it, it can actually be detrimental to productivity. When you are not adept at it, trying to focus on two or more tasks can lead to diminished quality in all of them, which you obviously want to avoid. Unless you’re skilled at multitasking, stick to one task at a time.

10. Minimize Interruptions

While this is very dependent on your workspace, try to minimize the distractions. When so many workers today are displaced and working from home, distractions are an ever-growing obstacle. With demands from family, to greater access to personal devices, many team members are likely feeling the effects of distractions now more than ever.

A good way to do try and minimize interruptions throughout the work day to turn off notifications for certain things – for example, email. Set aside specific times to respond to emails, and otherwise don’t let them dictate how you allot your time (unless you’re waiting for important emails, of course). Turn your phone on silent if you’re able to, shut your office or workspace door if you have one, even announce to those you live with that you are “going to work now” and that a quiet environment is required.

11. Continuously Try to Improve

Productivity improvement is one of the business strategies that never actually stops. No employee or leader reaches a certain point or standard of productivity, and all of a sudden is at their peak and cannot improve any more. Productivity improvement practices can always be implemented and improved upon, and they should remain at the forefront of any worker’s professional mindset.

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11 Tips for Empowering People in the Workspace 

If you, as a leader, want your team to thrive in the ever-changing business world, you need to become an expert at empowering people. Especially today, when so many organizations worldwide are witnessing employee morale plummet, a leader capable who can empower their people is critical. 

To empower, by its definition, means to put power into – therefore, empowering people is the process of enabling someone to do something themselves.  

Creating an empowered workplace not only spreads the workload throughout your team, but will also cause them to become more engaged with their work, encouraging them to contribute to that innovation. Not only that, but an engaged workforce also helps to build morale. When all parts of an organization are optimistic and enthusiastic about the future of business, companies are much more likely to overcome the current challenges they are facing. 

So, how do you go about empowering people in your workplace? 

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Tips for Empowering People in the Workplace 

1. Cooperate with Others

Empowering people means engaging them and cooperating with their needs – listening to their ideas, offering feedback, valuing their input.  You can greatly motivate your team with these simple strategies which will also have them more inclined to help you reach your goals. Empowering people is critical to building a high-performing team. When you have access to every individual’s knowledge and skills, and you also trust them to do their jobs without you micromanaging, the team becomes much more efficient. 

2. Empower Everyone

As a good leader, you should be empowering everyone you come into contact with regularly. Obviously your team at work is an important place to start, but empowering people in your family adds the same benefits to your home life. 

3. Always be Positive

One of the key qualities of a leader is their ability to control their emotions and stay calm and collected when faced with hardships. This is especially true today, when many teams are turning to their leaders for the optimism that they are rapidly losing. When it comes to empowering people, you need to maintain positivity at all times. The emotions you express will affect those around you – if you want positive, enthusiastic team members, then you have to show up as positive and enthusiastic yourself. 

4. Be Appreciative

This should be an obvious one, but saying ‘thank you’ goes a long way. Demonstrating appreciation and basic courtesy is critical to empowering people. No matter how small or insignificant the task may be – make sure you’re saying thanks. Acknowledging people’s contributions and efforts are an excellent strategy to building rapport and ultimately, trust. 

5. Ask Them What Their Goals Are

Asking your team what their individual career goals are is foundational when empowering people. First, it shows them that you’re interested in what they hope to achieve, and that you’ll be there to support them. Second, it also forces them to consider their objectives. Many individuals don’t have a career or task-specific goal in mind, and even more are finding it hard to maintain clarity in what those objectives are with the global situation. Encouraging employees to think about both their current and future objectives reminds them to maintain optimism towards what’s ahead for them, giving them a sense of control and choice. 

6. Help Them Find Their Strengths

An individual’s strengths in the workplace are not just the skills they contribute to any given project or goal – it’s those skills they possess and have yet to discover. Providing opportunities for people to either learn a new skill or realize their hidden strengths or talents can be an incredibly empowering experience for employees.   

7. Lead by Example

If you want your team to embrace specific behaviors, one of the least efficient ways to go about encouraging those behaviors is to order them to do it. While you should always keep a clear, stable leadership voice within your organization, very few adults like being told what to do in such a manner, even by their team leader. A much better option is simply to lead by example. Do you want your team to be on time to meetings? Ensure you’re always there early and ready to go. Want them to hit deadlines? Have all your work done on time. Showing how you want something done is much more effective at empowering people than telling them what to do. 

8. Give Your Team Autonomy

Micromanaging is the opposite of empowering people. Many leaders may be feeling that given the current work from home scenario, and the resulting loss of morale amongst team members, that they have to increase efforts of engaging with their employees directly. While some may benefit from more consistent communication, especially if work has shifted to remote efforts rather than in-office collaboration, you should still aim to give your team space and the time to do their work. This demonstrates that you trust them to get their tasks done, encouraging self-discipline and ultimately leading to more proactive productivity.  

9. Support Them When They’re Struggling

If an employee is struggling, support them. Especially today, employees need guidance and reassurance. Supporting employees through their challenges includes first finding out the cause of the obstacle. Next, figure out how you can help – empowering people isn’t about doing the job for them, but rather helping them overcome their obstacles. This could mean mentoring them, providing some needed time off, or scheduling 1:1 weekly meetings that work through those challenges with coaching. 

10. Support Them When They’re Succeeding

Just as supporting your employees through their struggles is critical to empowering them, so too is demonstrating support through their successes. A common example of this is through recognition – anything from an email congratulating them on a job well done, to a hand-written card, to a monetary bonus, and in some cases even a travel bonus. Public recognition is not only empowering, but makes it far more likely the employee will strive to continue being a good worker, and also demonstrates to others the rewards of a job well done.  

11. Don’t Give Your Team the Answers – Help Them to Find Them

This is an important point when it comes to empowering people. If you’ve given your team autonomy, and have empowered them to work through tasks on their own, supplying them with answers to every question they have would defeat the benefits of self-discovery. Providing answers is essentially telling them what they need to do, which undermines the whole idea of autonomy, and empowering people. 

Manage yourself – point them in the right direction, and encourage them to try and solve the problem on their own. This doesn’t mean you can’t help them out by providing information, tips, or resources, but refrain from giving direct answers. This will encourage their autonomy, and provide them a reason to be proactive in their efforts, ultimately engaging them with their work in a far more direct manner. 

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6 Tips to Improve Your Multitasking Skills

Nearly everyone is familiar with the term ‘multitasking’. Similarly, everyone, whether consciously or unconsciously, actually exercise their multitasking skills at any given time. Especially today, when leaders and employees alike are facing an influx of tasks and duties, and are encountering various challenges and distractions along the way, multitasking is a valuable skill that should continuously be improved upon in order to maximize productivity and success. 

What is Multitasking?  

Multitasking, to most people, is the act of juggling two or more tasks or activities at the same time. That definition, however, is technically wrong. The human brain cannot effectively focus on more than one item/task at a time – therefore, when someone is multitasking, they are actually switching focus between tasks so quickly that it presents itself as working on multiple things simultaneously.  

Regardless of technical definition, one’s ability to effectively multitask continues to be an essential core competency. A common enough question during interviews is to ask for ‘examples of a time’ the potential employee has shown strength in this area. Multitasking can take many forms, including: 

• Managing several social media accounts  
• Listening to music while exercising 
• Cooking dinner while talking on the phone 
• Holding a conversation while driving  
• Preparing multiple orders at once 
• Answering phone calls and emails simultaneously 
• Prioritizing emails to respond to in a customer service setting 
• Signing for a delivery while helping a customer 
• Serving drinks and presenting checks as a server 

There are obviously many examples of multitasking skills – many in your day-to-day life, and many of the simplest of tasks you perform at your place of work. 

The Downside of Multitasking

The assertion that using multitasking skills at work leads to higher productivity has been challenged many times, often being called a myth. While in some instances that may be the case, if you aren’t using your multitasking skills efficiently, there are many possible downsides. 

• Split focus: if you’re working on more than one different task, the brain will be unable to devote all of its attention to any of them. This inevitably will result in errors being made, but could also lead to rework or longer time needed to complete just a single task. 
• Partial attention: similar to split focus, if you haven’t honed your multitasking skills, trying to do more than one task at a time can lead to skimming incoming information. This too leads to missed data or inaccurately processed information, which of course leads to errors. 
• Not prioritizing: one of the most important multitasking skills is the ability to prioritize tasks which is essential in remaining productive. If you aren’t prioritizing, you don’t have a clear idea of what you’re attempting to do, and you likely won’t be able to effectively complete multiple tasks within the same time period.  

• Burnout: trying to do too many tasks at once can actually diminish your cognitive abilities. If you’re doing too much, you can get burned out – which results in diminished quality for all the tasks you’re attempting to complete and ultimately physical and / or mental exhaustion. 

While there are potential cons to multitasking, most of them stem from using your multitasking skills inefficiently. This means that, the better you get at managing these skills, the less likely you’ll encounter the negatives. Which, of course, leads to: 

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6 Tips to Improve your Multitasking Skills

1. Make a to-do list

When tackling multiple projects at once, one of the first things you should do is create a to-do list. Many people wait until they’re in over their head to do so, but being able to organize everything you need to do is an essential multitasking skill. A list also ensures you don’t forget specific components of the tasks, and it also allows you to… 

2. Prioritize

As mentioned above, one of the negatives of using your multitasking skills inefficiently is not being able to prioritize well, so it stands to reason that a way to improve them is to learn to prioritize. Figure out which tasks need what amount of time allocated to them, and which ones need to be done first. For example, an important meeting with your boss should likely be higher on your to-do list than a social media post. This also includes non-work related activities, as it is important to maintain a healthy work-life balance.  

3. Group similar tasks

One of the factors that makes multitasking challenging is that you have to switch your focus back and forth between the different tasks. A good way to improve your multitasking skills is to start out by working on tasks that are relatively similar to each other – for example, if you have to make posts to several different social media platforms throughout your day, group those tasks together. The similarity will make it easier to shift focus and continue working without losing time. 

4. Avoid distractions 

This one is relatively obvious. If you want to be the most efficient multitasker you can be, you’ll need to avoid becoming distracted. Distractions vary depending on the person – many people listen to music while performing tasks, while some may find that too distracting. 

Especially when so many employees are working from their homes now, avoiding distractions can be a huge challenge, in particular for those individuals accustomed to in-office work. There are several different practices you can engage in to avoid distractions at home, including: 

• Get dressed like you were going to the office and announce to family members that you are “leaving for work now” 
• Establish a set office 
• Follow your usual work schedule and take breaks when you would have in-office 
• Post your schedule 
• Silence your personal phone and limit your use of it during working hours 

5. Delegate

Although delegating a task to someone else isn’t technically you doing multiple things at once, it’s a way to get those tasks completed in the shortest possible time. If you know yourself and what you’re capable of doing in any given timeframe, you should prioritize the most important tasks and assign the rest to team members who will be able to effectively complete them.  

6. Practice

Like anything else, your multitasking skills can be honed with practice. The more familiar you are with a specific activity, the easier it will be to do it almost automatically. You can only recognize the multitasking tips and skills that work best for you once you actually put them into practice. Try out various methods, and monitor how effective they are at keeping you on track and efficient when faced with multiple tasks at once.  

Final Thoughts 

Now more than ever, employees and leaders alike need to be able to manage several demands at one time, maximizing the output of successful results while still maintaining an efficient working pace and overall enthusiasm about what they are doing. Improving your multitasking skills is the best way to be efficient at work and to achieve the level of productivity your organization is striving for. 

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5 Ways to Promote Employee Happiness

It goes without saying that in order for a company to be successful, it must have employees who are efficient, productive, and willing to remain focused and diligent in the work required to meet their goals. However, employee happiness (contentment) is a critical factor to any organization’s success. 

The Importance of Employee Happiness 

One of the biggest factors job-searchers look at when viewing new workplaces is how it will impact their work-life balance – does it offer flexible hours and are there other work perks, etc. Workers are beginning to place a higher value on their own happiness now more than ever before, and if they don’t get it, not only will it negatively affect their performance, they will go somewhere else to find it. 

More and more these days, employees are making quality of life an essential element to their work life. It is highly probable that most employees are facing challenges in their job satisfaction due to the current state of business and the global situation. Though external factors such as these ones cannot be controlled by leaders, there are still efforts you can take to try and ameliorate employee happiness and keep up team-wide morale despite working through difficult times. 

Why Should You Care About Employee Happiness?

Studies have found, which is no secret, that the happier employees are, the more productive they will be. Employee happiness in the workplace leads to an increase in productivity, more engagement, and generally more enthusiasm for the job. So, the key question is: how can you promote employee happiness at work? 

Ways to Promote Employee Happiness 

1. Offer a fair and competitive salary

Everyone knows the common expression: “money doesn’t buy happiness.” While that may be true, being offered a competitive rate will surely convey a sense of fair organizational practice.  

Everyone has expenses to manage, bills to pay, and activities they like pursuing – all of these things require money. If an employee is running low on funds, or even adhering to a tight budget, they’re much more likely to be facing strain and distraction in their day-to-day lives. Additionally, many households across the country are suffering financially due to one or more household income earner’s loss of work.   

While some businesses may not be able to pay a high salary from the start (i.e. start-ups, small independent businesses, etc.), or be able to offer sufficient benefits to compensate for the loss of money coming in to the households, whatever you pay can be supplemented. Benefits, insurance, work perks like additional vacation time – all of these can be part of the payment package geared towards keeping your employees as happy – and therefore productive – as possible.  

2. Build an inviting company Culture

Salaries and perks aside, employees want to typically experience challenge in their work but also a sense of belonging. Though workplace-specific culture is somewhat of a challenge to build while working remotely, it can still be maintained at a distance. Company culture is also among the top factors for people looking for new jobs. So what exactly makes a good company culture? 

• A culture that reflects the goals of the organization. Employees know what these goals are, know how their work contributes to achieving the goals, and are also made to feel appreciated for what they do. 
• Employees empowerment. Nothing promotes employee happiness like the feeling that they are trusted to make decisions and to do the work without being micromanaged by a leader. 
• Zero-tolerance of toxic behavior. Don’t tolerate bullying or gossip. Ensure your employees are aware of these policies, and encourage anyone who faces these behaviors to report it to a leader. 
• Encourage collaboration. When managed well, collaborating can be a big promoter of building camaraderie and ultimately employee happiness. Team lunches and other bonding activities such as online-meeting ice breakers, bring everyone closer together, building trust that will lead to more productivity and team member cooperation. 

3. Offer Opportunities

Most employees want to grow and advance throughout their career, and it’s important to afford them opportunities to do so. A big factor toward employee happiness is whether they feel they can advance within the company. In order to do this, employees need to be constantly learning and updating current skill set.  

There are a few ways to offer these opportunities – you can assign employees to task teams that promote the learning of new skills or offer specific training associated with their current job. Either option provides the employee with a chance to develop new competencies or build upon their existing skills, which will ultimately benefit everyone. 

4. Focus on the well-being of your employees

Employee happiness also comes from being valued. It comes from the company supporting the employee’s work-life balance with flexibility and accommodation. When so many employees are working remotely, it can be easy to dismiss the possibility that some may be struggling to adapt to those demands. While remote work is sometimes the preferred, unique home-life circumstances can impose limitations and may be stifling to certain employees, hindering their productivity. 

Aim to offer flexible solutions for those employees that may be struggling to adapt quickly. Offering a work schedule that is conducive to home-life is critical. Some workplaces offer access to the office environment while still keeping in line with the guidelines of social distancing measures. Valuing an employee’s work-life balance and happiness while staying engaged with how current limitations may be affecting them is a great way to convey a sense of trust and mutual respect. 

5. Create Good Relationships

A full-time employee spends up to 40 hours a week working on any given project, communicating and collaborating with a core group of people, and typically reporting to the same person or people. While it’s important to foster good relationships inside one’s home team, it’s equally important to promote cross-team collaboration.   

Final Thoughts 

Studies actually show that a happier employee is a more productive employee. As a leader, it’s up to you, particularly now, to ensure your employees are happy enough to be giving the job as much focus as possible. There are many potential challenges employees face while attempting to remain productive and engaged with their team. You can help by communicating the priority of ensuring their needs are met. 

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8 Ways to be a Positive Influence in the Workplace

Leaders are one of the most essential elements of any organization. Without them, teams would struggle to stay on track, lacking a clear sense of guidance and support to turn to when challenges arise. Leaders also need to strive to be positive influences in their workplace. 

Why is it important to be a positive influence?

Anyone who interacts with others is someone who influences others. The way you act and speak, how you manage your feelings, and the decisions you make will ultimately impact people around you – even more so if you’re the leader of a team or several individuals.  

The energy you put out affects others. In order to be a positive influence in your workplace, you must strive to put out a positive energy with all those you interact with. Doing so will improve your relationship with your team, and ultimately present you as an approachable and effective leader. 

8 Tips to Being a Positive Influence in Your Workplace 

However, being a positive influence isn’t as simple as just smiling and being happy.  As a leader, there will be challenges you will have to face, and difficult conversations you will have to have. Part of being a positive influence, however, is maintaining optimism in terms of achieving your goals, even if that means overcoming obstacles along the way. Here are some tips for being a positive influence in your workplace. 

1. Find purpose in what you do

Embracing meaningful work and one that fulfils what you deem to be a worthwhile purpose, while finding meaning in your current job, is the first important step to becoming a positive influencer. When you have a sense of direction and attachment to a cause, you become more engaged with your responsibilities and duties, and are much more likely to share what you’ve learned with others. Doing something because you want to, as opposed to doing it because you have to, will enable you to be a much more positive influence in your workplace. 

2. Acknowledge that you are not perfect

Positive influencers aren’t afraid to admit that they don’t know the answer to something. Claiming that you’re perfect and don’t make mistakes isn’t likely to give your team a positive impression of you. Instead, continuously trying to better yourself and seeking out opportunities to learn new skills and information is a good way to show that you care enough to invest yourself in what you are doing. When workers see someone that isn’t afraid to ask questions, and continues to try and learn and grow, it enables them to consistently strive to learn and improve themselves.  

3. Build win-win relationships

Positive relationships that are beneficial to everyone involved are the foundation of successful networking. Leaders shouldn’t try to use their influence to get people to just do what they want – instead, they should focus on building collaborative relationships that are win-win for all. Building authentic, supportive relationships can help all parties succeed in their objectives. 

4. Look ahead

While it’s important to take note of how things are in the present, positive influencers also look ahead to what things can become. This is especially true today, when many organizations as a whole are rapidly losing morale and optimism due to the current state of business. Gauging what a team is capable of, and what goals they can reach, and inspiring them to do so is a great example of positive influence. Consistently reminding team members of what is to come, and maintaining a positive outlook on the improvements that are to be made and the possibilities of the future of the company, is absolutely critical. With the right leader, teams will be able to see the future as something bright, and will ultimately be much more motivated to work to make the changes they want to see. 

5. Be open to criticisms

Positive influencers want to better themselves, meaning they are open to critiques and criticisms from those who surround them. You can never accurately gauge where you stand without asking others for their input, especially if your work and efforts directly affect them. Leaders should not only be comfortable in accepting constructive feedback, they should actually encourage it. When you embrace feedback that looks to improve upon your work this helps those surrounding you remain receptive and open to their own feedback, creating a culture of support and mutual improvement. Positive influencers see criticism as a challenge that they are excited to take on. 

6. Help others as you ascend

A leader who wishes to maintain respect and followership, does not exploit their employee’s hard work but rather promotes that person’s accomplishment. They give recognition and credit due to the individual(s) who are responsible and place the employee’s success ahead of their own.  

7. Show your appreciation for others

Demonstrating that you care enough about others to openly appreciate their accomplishments is critical to being a positive influence in the workplace. If a coworker reaches a goal they’ve been striving towards – whether it’s work related or not – it’s easy to congratulate them, and even celebrate if the achievement calls for it. On the flip side of things, when a coworker or employee is having a tough time, empathizing with them and encouraging them is very important. Help them recognize their strengths to course-correct and reestablish focus. 

8. Use your influence positively

Caring about your team and your goals is a good way to ensure that your authority and position is used for the greatest good of the company. Simple demonstrations of placing your employee’s needs above your own will inevitably build positive and trusting relationships which of course benefit everyone. 

Final Thoughts 

It goes without saying that the best leaders are those who are also positive influences. This isn’t a skill that someone has to be born with but more likely a series of intentional efforts. Now more than ever, organizations need leaders that remain positive even when faced with hardships and challenges. Maintaining a positive outlook on the future of business, rather than giving in to negative energies, is critical in maintaining team-wide morale and enthusiasm.  

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6 Ways to Improve Accountability in the Workplace

Accountability in the workplace (which is different than responsibility) is an important aspect of any company culture – not just for the leaders, but for all members of the team.  

Accountability is essentially a designation as to who has to report on (or give an account of) a situation after it has occurred. This task should be assigned to one specific individual, based on their skills and competencies and how they align with the demands of the task itself. This person will be held accountable for the results and output of whatever the situation may be, and could be liable to face consequences if the needed results aren’t produced.  

What happens without accountability in the workplace?

A lack of accountability in the workplace damages the entire team. If people are showing up late, missing deadlines, submitting subpar work, and so on, on a regular basis, these poor work practices begin to become the norm. 

Especially in the current business climate, many employees are likely falling short of previous expectations. This could be because of unfamiliarity in working remotely, or even a newfound sense of autonomy that comes from initiative-based work. However, if employees who fall short of organizational expectations are not consistently held accountable for their mistakes, it sends a message to other employees that their behaviors can be excused. 

When accountability in the workplace is not rigidly controlled, several issues can arise, including: 

• Individuals/teams not meeting expectations. Expectations set by team leaders, such as project deadlines and scheduled times of work, should be consistently reiterated to all employees. If a team member regularly shows up to work ten minutes late and is never held accountable for it, they will assume that it is passable behavior. The same sentiment applies to deadlines – without accountability in the workplace, an employee will treat all deadlines as ‘soft deadlines’, not applying the amount of discipline required to complete them on time.  
• Snowballing issues. Lack of accountability in the workplace can cause issues (that would have otherwise been solved easily) to snowball. For instance, in many projects, certain tasks have to be completed before others can get their duties finished. If one part is delayed – perhaps because the person responsible for it is late every day or putting in subpar effort – it could easily delay the next step, which would delay the one after that, and so on.  
• Frustration among the team. If a specific individual is consistently not being held accountable despite causing delays and challenges for the rest of the group, it can cause many of their coworkers to be frustrated and lose faith in their leaders. Being unable to complete your work because someone else isn’t putting in the effort will lead to low team morale, less engagement, and a loss of trust in the systems that should exist to discipline such behaviors. A lack of accountability in the workplace leads to an overall emotional and professional disconnect, with unclear priorities existing throughout the whole team. 

These are just a few main examples of the fallouts of a lack of accountability. Now that we’re aware of them, how can we endeavor to improve accountability in the workplace? 

6 Tips to Improve Accountability in the Workplace 

1. Lead by example

The easiest way to improve accountability in the workplace is to hold yourself accountable. As a leader, you cannot be showing up late for meetings or missing deadlines yourself. If you complete your tasks by the predetermined date, arrive on time and ready to any meetings you’re a part of, and take it upon yourself to support your team in whatever way you can, you’ll be setting a great example of accountability for your team. Especially in the current times, setting a standard for what is expected can provide a clear example to the rest of your team of work should look like, giving them a frame of reference if they are struggling to adapt to remote work. 

2. Give solid, clear feedback – often

Giving feedback to employees is one of the most important things a manager can do. Consistent feedback is critical, meaning all forms of constructive criticism and encouragement should be delivered in a timely manner, using clear and concise words. Giving feedback often will not only make it easier to give constructive criticisms when necessary, but it will help ensure employees aren’t surprised by what they’re hearing. If they have a clear overview of the direction they’re headed, with consistent check-ins that remind them of ways to stay on track, constructive criticisms will be viewed as helpful, rather than an unpleasant surprise. It’s also important not to wait too long to give the feedback. If someone is going off track, or not performing to the standards expected of them, it’s better to nip the issue in the bud. Knowing they’ll need to answer to you for the actions they perform will help raise accountability in the workplace. 

3. Hold each other accountable

As a manager, it’s your job to hold your team accountable. However, that doesn’t mean they can’t strive to hold each other – and you – accountable as well. A good way to improve accountability in the workplace is to assign everyone action items whenever there is work to be done. Doing this at team meetings will let everyone know who is accountable for what aspect, which will spur the team to complete their specific tasks. Vocalizing your goals and promises (i.e. to give feedback a certain amount of times per week) will also help hold you accountable, contributing to your effort to lead by example. 

4. Have the tough talks with team members

In addition to giving regular feedback to your employees, you need to hold them accountable when they do something wrong. Many managers dread these conversations, but they don’t  have to be (nor should they be) negative lectures on the individual’s character. Instead, aim to focus on the issue itself, rather than the person. You should also avoid placing immovable blame, and try to understand why something happened the way it did. Asking questions and gaining insight into the employee’s perspective on why a certain result occurred is a good way to do this. By keeping an open dialogue with them, you may also be able to pinpoint other reasons for inadequate work, such as personal issues or lack of training. 

5. Consider how your employees view things

Most people aren’t trying to be difficult. If someone is doing something wrong, they may not even know it’s affected the team negatively. Generally, people are not aware of how their actions or behavior impact others. Approaching them and explaining this to them is a good way of improving their personal accountability in the workplace. It may be a simple misunderstanding or an easy issue to solve. 

6. Set clear, achievable goals

If everyone knows what the overall goals are, and their role in achieving them, it will be easier to hold them accountable. This, paired with constant check-ins and follow-ups, will lead to more success for the individual and ultimately the team. 

Final Thoughts 

Improving accountability in the workplace should be a consistent effort for team leaders no matter the state of the organization. If signs are pointing to a lack of accountability – i.e. subpar behavior accepted as the norm, disengaged employees, etc. – you’ll need to take steps to improve it. Many companies are likely facing challenges of holding their employees accountable in the current times, as navigating new methods of work and team management means methods of discipline don’t hold as much precedence. However, keeping a clear sense of what is expected of your employees will actually help to encourage the speed at which your organization can adapt to this new way of working. When all members of the team have a transparent insight into what is expected of them, and are made aware of the repercussions should they fall short of these expectations, you can keep your entire team on the right track. The tips mentioned above will help get you started, but the rest is up to you. 

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12 Good Leadership Practices

Leadership Practices vs. Leadership Qualities

For any organization to succeed, it needs to have strong leadership. People who can manage their teams effectively in order to get the most productivity out of them are essential. But what makes a great leader? 

We’ve talked about leadership qualities before, but there is another aspect that is just as important – leadership practices. But what’s the difference between the two? 

Leadership behavioral qualities that a leader possesses – for example, empathy, charisma, confidence, etc. Leadership practices are actions and strategies leaders will take and implement in order to consistently help their team better themselves, and attain growth.  

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12 Good Leadership Practices

Here are 12 leadership practices that the best leaders should be actively doing. 

1. Mentor relationships

While a good company culture includes room for employees to grow, good leaders will go above and beyond to provide training, support, and opportunities for their workers who show strong potential. Adapting your leadership style to best accommodate your best employees is an excellent example of a good leadership practice. Especially in today’s time, when many employees are struggling with the adaption to remote work, being a consistently strong and clear mentor and support system for employees is essential. 

2. Promote relationships – not just competitiveness

While having some friendly competition among coworkers is not a bad thing, it certainly shouldn’t be the only measurement leaders look at when reviewing employees. A good leadership practice is one that fosters and encourages a good working relationship between employees. A good connection among team members will help with team-building, and will increase productivity over all. 

3. Encourage employees to advance

A good leader is happy for their employees when they advance enough to take on new challenges and a new job. While high turnover of talent on any leader’s team is generally not something a leader strives for, succession of individuals and the betterment of the company talent pool is regarded as a success. 

4. Take chances on people (within reason)

A good leadership practice is to not stay bound within certain limitations. When hiring, for example, a good leader should have the ability to see beyond just education on a resume. Potential employees who have proven themselves capable of accomplishing difficult tasks in other areas could prove to be positive additions to the team. 

5. Always be on the lookout for new talent

Just because you don’t need to fill a position at the moment, doesn’t mean you should stop looking for new talent. Networking with prospective new employees is a great leadership practice, as it’s prudent to always have a backup plan. Meeting new people, knowing their strengths, and gauging their potential interest level in working for you one day will be very useful information to have when you are next looking to fill a position. Networking may be a challenge for some currently, given the isolation many organizations are feeling from their usual circles, but this doesn’t mean you should stop in your efforts of identifying new talent that will help the success of your business in the long-run.  

6. Make your goals public

Any great leader who truly wants to succeed should have a series of clearly articulated goals that are viewed as priority. A critical leadership practice is to make the goals known amongst your entire team; share and establish clarity of direction as to how each direct report can support in the execution of these goals. When employees are aware of your goals as a leader, it allows them to reference it whenever they’re making decisions that will affect the company long-term, and also to understand what they’re working for, and why. 

7. Give real-time feedback

While annual reviews – and more frequent ones – are important, it can also be very beneficial to give feedback in the moment. If something positive is accomplished, praise in the moment will elicit a desire to continue doing well. Similarly, catching bad work early on will make it much easier to correct and coach how to avoid it in the future. Especially when employees are feeling stuck and isolated from their team while working from home, staying consistent in your efforts to check in on their progress and accomplishments, and praise or provide constructive criticism when necessary, will help keep them feeling more involved and appreciated. 

8. Compliment sandwich

This is a leadership practice that most people have heard of, and for good reason – it remains a very effective way of evaluating an employee’s performance. Essentially, it is a practice where the leader compliments or praises the employee for something they’ve done well. That is followed by a critique – something they didn’t do as well, or could work on more – and then another complimentary statement. The idea behind this is that it is easier to accept criticism if it is bookended by praise. 

9. Reviews based on the company’s values

It’s easy to review employees based purely on metrics, but they don’t always tell the full story. A good leadership practice is to consider the company’s core values when evaluating how an employee has been performing. Often it is said that ‘It’s not just what you do but how you behave along the way’ that makes one truly successful.  

10. One-on-ones

One-on-ones are important for a variety of situations, including, coaching, feedback, and even just chatting to see how an employee is getting on. They allow you, as a leader, to form a deeper bond with each of your workers. One-on-one conversations can yield insight that may be missed in a group setting. It also provides opportunity for employees to express concerns they may have that they wouldn’t want to bring up in a public setting. Setting up one-on-ones when working remotely is not as challenging as some may think. With the use of current technology, you can make one-on-ones a permanent part of your business calendar, checking in with all your employees regularly despite not being in a shared working space.  

11. Short, regular meetings to discuss issues

Some problems that spring up need to be solved quicker than others, and can’t wait for a yearly, quarterly review or even the weekly scheduled one-on-one. It’s a good business practice to set aside some time every day specifically dedicated to going over any issues that are affecting the company. These meetings can be short check-ins or lengthier meetings, depending on the need. Similar to one-on-ones, these can be easily incorporated into your business practices when working from home. Virtual meetings are one of the most widely used tools today, and for good reason. Take advantage of the benefits of the popular technology platforms and schedule regular, weekly virtual meetings with your team to maintain morale and encourage progress. 

12. Trust your team to do the work

The best leadership practice a good leader can have is to trust their team to do the work they give them. Leaders should be able to effectively delegate the necessary tasks to the right employees. Trust is something that needs to be built over a period of time, and will be based on an employee’s ability to do the work they’re given, the responsibility they take on, the relationships they form with their team, and more. 

Good Leadership Practices Make a Big Difference

When defining what makes a good leader, one has to look not only at good leadership qualities, but also at leadership practices. The best leaders know how to get the most out of their teams, and are confident enough to employ the methods necessary. 

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How to be Efficient at Resource Planning 

Whenever your company or organization is planning to tackle a new project, typically there will be plenty of planning that needs to be done. In addition to defining what tasks need to be accomplished, and how to go about achieving your objectives, you also have to partake in resource planning.  

What is Resource Planning?

Resource planning is defined as the act of allocating specific resources to a project. When preparing to begin a project, it’s important to not only know which specific tasks will need to be completed, but also what resources will be needed to accomplish them. This includes people, equipment, and materials necessary for the task’s completion, the quantity of each, and the duration of their necessity. Once a project manager recognizes the necessary tasks, identifies the resources they will need in order to complete the tasks, they’ll be able to align the project’s deliverables with the available resources. 

A smart way to take advantage of resource planning is to break down the project into manageable parts. Identify the tasks associated with each section, their milestones, and what completing them will do for the overall project. When it’s broken down this way, it’s easier to estimate what resources will be needed, and where and when. 

Why is Resource Planning Important?

In a project management context, resource planning is essential. Without effective resource planning, it is much harder to maintain control over certain variables of the project, including the method of its execution, the timeline for its completion, budgeting properly, and more. Project managers need to know what resources a project will require, what resources they already have access to, and what resources they will need to acquire – ideally before beginning to plan the execution of the project. In order to accomplish this, organizations will enlist the help of a Resource Manager. 

A Resource Manager is a key component of resource planning. This position relieves the Project Manager of the duty of organizing the necessary resources, allowing them to focus on other essential aspects of the project. The Resource Manager is responsible for effectively planning and making economic use of the available resources, and ensuring project deliverables are consistently aligned with the organization’s available resources.  

Tips for Effective Resource Planning

Like any sort of prep work, resource planning must be considered carefully in order to be used to its maximum efficiency. Here are some tips and tools to use when resource planning. 

Before You Start 

• First, you will need to break down the project’s structure into smaller parts. When the overall scope of the project seems more manageable, it’s much easier to see what sort of people and teams you’ll need to complete it. 
•  Next, you’ll need to make an estimate as to how long the project will take to complete. Since it will be broken down, try to come up with a timeline for each section – that will make it much easier to calculate how many resources you’ll need for each part, and be able to schedule them accordingly. One way to calculate an estimated duration is by using the critical path method: this shows the project’s overall structure, but also has a breakdown of each individual task. When aiming towards regular, smaller milestones, as opposed to a daunting overarching objective, it is much easier to get an accurate estimate of what will be required for successful completion, both time- and resource-wise.
•  Once you’ve established what you’re going to need to complete the project, it’s time to find people who can execute these tasks. They’ll have to have the appropriate expertise and competencies to complete the task, and, more importantly, must be available for the entire estimated duration of the project. This can sometimes be a problem, as other teams may want specific people for their own projects, so it’s important to schedule them accordingly. In the current climate, it is also important to keep note of the changing availability for displaced workers. Because of this, regular and clear communication with those you enlist is essential in order to ensure steady progress towards completion. 

During the Project 

• Resource planning isn’t finished once you have an outline for the project. Rather, it is an ongoing effort that needs to be constantly updated to reflect any changes that might happen, i.e. a change in an employee’s availability, loss of a certain resource, etc. This is why it’s important to have resource meetings relatively frequently. These should be short, regular meetings that give project managers a chance to discuss roles and responsibilities as they pertain to resource planning. Holding weekly virtual check-in meetings can ensure communication lines remain open amongst your team while working from home. Keep in mind that collaboration should be held to the same standard as it was when in-person meetings could be held. Encouraging teamwork, open communication, and collaborative thinking ensure that any hiccups in the project’s process can be identified and remedied immediately. 
• As mentioned, adjustments will constantly have to be made when resource planning. It’s important to optimize resource allocation, so specific areas that need certain resources at any point in the project’s development have access to them. The project or resource manager will be responsible for adjusting the schedule of a project if necessary, in order to solve conflicts that may arise due to incorrect allocation of resources.   
• Get several views on the project. Expert judgment comes from your experience, but senior colleagues may be able to offer insight as well. Another option is to have your organization hire an outside consultant to analyze your resource planning. Having multiple viewpoints and opinions from qualified individuals is very important to the success of your project. When working remotely, be sure to remain aware of the security of your project and its contents, especially when considering inviting an outside individual to consult with you on your resource planning. While multiple viewpoints are harder to come across when working on a virtual platform, their value is still worth the additional effort. 
• Always be thinking ahead and considering different possible scenarios. If you have a prepared plan of action complete with strong, well thought-out solutions to potential disruptions or changes in the future, you’ll be prepared in the event it actually happens, and will also be able to offer a sense of security to your team should any doubts arise or morale is lost. 
• Another strong tactic involved in resource planning is a bottom-up estimation. This method uses the people who will be involved in the project in order to get a more refined estimate of what a particular component of work will require. In the bottom-up estimating method, each task of the project is broken down into smaller components, and then individual estimates are pulled from the people working on those smaller areas of the project to determined what is specifically needed to meet the requirements of each of these smaller components of work. Individuals can then use their relevant experiences to help estimate budgets, resource allocation, etc. Bottom-up estimation can be employed in the beginning stages of your project development, but is also an effective way to keep track of project progression, and maintain control over the moving variables and expected or unexpected changes that can occur during a project’s completion. 

Resource Planning is Critical for Success

Engaging in resource planning at every stage of a project is an essential part of setting yourself up for success.

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12 Employee Incentive Programs 

Today’s job-seeker has a far greater emphasis than the rate of pay; the focus is primarily on work-life balance. 

Employees want more than promises of advancement and competitive compensation rates, and companies will need to listen and acknowledge those needs if they want to not only attract top talent, but retain them as well. A good way to do this is by offering employee incentive programs.  

What are incentive programs?

There are two types of incentive programs. 

Employee incentive programs are essentially rewards programs that push current workers to try to achieve challenging – yet attainable – goals. They should include everyone on the team and, as opposed to being one big reward at the end of the year, should be several small rewards throughout the year. There are many different options for incentive programs, which we’ll discuss below. 

As well as incentives to keep employees happy, there are also ones to attract new employees to the company. As stated above, employees are demanding more and more from organizations to work for them, so an attractive incentive program goes a long way. 

Are incentive programs worthwhile?

It is common knowledge that happy employees are much more profitable to a business. Incentive programs are an extra opportunity to make employees happy. They also contribute to raised productivity and boosted morale, as employees are more likely to work harder toward a goal if they know they will get rewarded for it. 

As for incentive programs to attract new prospects, if you want to attract top talent, you have to show them that you’re the best choice. Showing them what incentive programs they would get to take part in is a good way to do that. 

What are some good incentive programs to offer?

Before you lay out an incentive program you will definitely need to put in the research. Ensure you have it properly structured and budgeted, and understand that every organization will have a slightly different incentive program that works best for them. Check out this list of some possible incentives: 

1. Better health and wellness benefits

One of the biggest incentive programs employees want is health coverage. Obviously, a healthy employee is a happy employee, and will be more inclined to be productive. Offering a health and wellness incentive program – whether it be dental, vision, or even just a general health fund – is a good way to not only attract employees, but keep the ones you have. 

2. Flexible schedules

More and more, potential employees are seeking flexibility in their work schedules. This could be a window during which they are allowed to start their day, flexible hours on a weekly basis, certain times/days they are allowed to work from home, etc. This is a big incentive program for job-hunters and current employees alike, as a greater focus is put onto a healthy work/life balance. 

3. More vacation time

Everyone wants a vacation, so it’s no surprise that any incentive programs offering more vacation time are popular. These don’t need to include unlimited time off whenever the employee feels like it, but the more generous, the more enticing. 

4. Unlimited sick days

Unlike vacation days, sick days are something that many employees would like to see become unlimited. This would need to be monitored so as to not be abused, of course, but generally not making your employees come in when they’re sick will be better for everyone. The employees will be able to rest and get better, and their coworkers won’t need to worry about catching whatever sickness they’ve got. The employee will also feel much better while recovering knowing their job is safe. 

5. Class cost repayment

Your employees are far more likely to take courses or workshops that will teach them new skills, and help improve other ones, if they know they’ll be reimbursed for it. Offering an incentive program that does this – even in part – will more than pay for itself by making your employees more knowledgeable.  

6. Free gym membership

While this could potentially fall under the health and wellness incentive program, providing employees with free gym memberships – or potentially even having one on-site that they can use – will promote a healthy lifestyle, and also help reduce the problems caused by sitting all day. Additionally, you could consider alternate fitness and yoga classes. 

7. Parental support

Maternity/paternity leave aside, new parents still need support once they’re back. An incentive program offering free daycare services can be a huge help, and the difference between someone coming back to work or not. This is also a very good time to allow those flexible work hours we discussed before. 

8. Team retreats/outings

Many employees put a good company culture near the top of their priority list. One easy way to help make the culture a positive one is to offer incentive programs that reward the entire team by taking them on a retreat, or on outings. Not only will they be motivated to work harder to meet this goal, but the reward itself will lead to more team bonding. 

9. Free food and drinks

While it may seem simple, providing free coffee, soft drinks, snacks, etc. is a great incentive program. It gives employees options without having to leave the office, and can also save them money, which will make them happier. 

10. Incentives for completing tasks

While most of the incentive programs up until this point have been ways of drawing new employees to the organization, you can also incentivize your current workers to push through to a challenging goal. Some rewards could include: 

• Attendance awards – the longer you go without missing a day, the higher the reward 
• Green commute – get rewarded for biking, walking, etc. to work instead of driving 
• Gifts – a popular item like a gift card always goes over well 

11. Travel incentives

While easily one of the most expensive incentive programs, travel perks do pay off. It’s important to ensure you plan the getaway properly, since they’re usually on the company’s dollar. You’ll also need to be very clear as to who the incentives are intended for, and how they can qualify for them. More on travel incentive here.

12. Pay-for-Performance

A pay-for-performance rewards employees based on their performance and contribution to organizational and departmental goals. Establishing fair and consistent practices in how you reward and compensate performance is critical. More on pay-for-performance here.

Final thoughts 

Employee incentive programs are definitely a worthwhile addition to any workplace. As long as they are properly structured and researched beforehand, incentive programs can motivate employees to be more productive, boost morale, and make the company culture more positive. 

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The Benefits of Peer to Peer learning 

When there is a required need for specific skill development and/or knowledge transfer within any organization, the usual solution is to hire a subject matter expert who will ultimately serve as a consultant and/or trainer. However, there is another effective approach to impart knowledge: peer to peer learning. 

What is peer to peer learning?

Peer to peer learning is exactly what it sounds like – that is, employees teaching other employees certain skills, or passing on knowledge pertaining to a specific subject. While it can take on many different forms, the common factor in peer to peer learning situations is that the information isn’t shared by an instructor, or anyone else in a position of authority. Peer to peer learning is coworkers – that is, employees on the same hierarchical level –  teaching each other what they know. This can take place in a group setting, or one-on-one. For example: 

• Two customer service representatives work for a company that recently switched their class-enrollment system to a brand new one. One of the CSRs picks up the process of creating new student accounts very quickly, and becomes an expert at it. The second CSR was on vacation when the new system rolled out, and are a little behind on the training videos. The two CSRs are scheduled on a shift together, and the first one takes some time to teach the second CSR how to efficiently create a new student account. This is a great example of one-on-one peer to peer learning. 

• Suppose then that the same CSRs have a group chat, and it becomes evident that almost no one understands how to properly print receipts for customers. One person (possibly CSR 1 from the above example) takes initiative and outlines a step-by-step process, and sends it to the whole group to learn. This is group peer to peer learning. 

There are many examples of peer to peer learning – these are just two examples of relatively informal interactions. Peer to peer learning is flexible and can be as formal or informal as you want. Regardless of how you run it, the benefits of peer to peer learning are undeniable. 

What are the benefits of peer to peer learning?

Think of it this way: if an issue crops up that your team needs help to handle, would you rather be trained by an external consultant who has very little understanding or perhaps even empathy of your work challenges or a peer who has had to deal with and resolve the same or similar problem you’re currently facing? 

Not only is peer to peer learning an effective way to transfer knowledge among coworkers, but it will also serve as a cost-containing exercise in not having to hire external experts each time there is a knowledge gap in your organization. Additional benefits: 

• Common experiences: since the person teaching and the person learning are peers working at a similar level, they will have shared experiences that can make learning easier 
• Practice makes perfect: employees who have to deal with an issue on a consistent basis will be better able to explain more readily 
• Sharing is caring: when coworkers teach/learn from each other, they build more of a bond. This helps build trust and respect moving forward and increased camaraderie 
• Employee comfort: employees will be much more at ease with peer to peer learning vs an external resource. It allows them to build strong connections with each other based on the collective sharing of knowledge. 

Now that we know what peer to peer learning is, as well as how it is beneficial to a company, what are the best ways to facilitate it in your workplace? 

How to effectively facilitate peer to peer learning

One of the most effective ways to use peer to peer learning in your company is to encourage social learning. This essentially means learning by watching your peers, interacting with them, and following their lead when performing tasks. This is a highly effective form of learning as it is relatively informal, while being low pressure and levels of high-engagement.  

It’s also important to let employees drive their own learning whenever possible. This doesn’t mean not having structures in place, but peer to peer learning is a great opportunity to give employees control over what they’re learning, and how. This will empower them to make the most of their training, and will also help keep them more engaged.  

As we mentioned above, there are many ways to employ peer to peer learning. Here are a few common examples. 

Mentoring

Mentors are great at helping newer employees solve problems, as they’ve likely come across them before. They also aren’t an expert focused on one specific area – they will have a general working knowledge of everything the job requires, and as such, will be able to help with most issues. Strong and present mentors are a huge benefit for workplaces, as they not only help solve work-related problems more effectively, but build solid internal relationships. 

Lunch n’ Learn 

This is a relatively simple and fairly common approach.  Periodically (weekly, monthly, even quarterly) schedule a hosted lunch that depending on the topic, looks to invite employees from a specific team. One person will provide a presentation and / or facilitate a discussion on the topic provided, ideally transferring knowledge or information.  

Learning Management Systems 

Setting up a training platform that gives employees access to required learning materials can be an extensive and sometimes costly undertaking. Depending upon the direction taken, whether it be repository-driven or interactive e-learning module-based, a well-designed LMS can house presentations, documents, processes materials, etc. providing immediate access for employees in an on-demand format.  

Final thoughts

While your first thought may be that experts hired externally are the best way to impart knowledge, consider peer to peer learning. It offers many benefits, from easier learning, to monetary savings, and is easily implemented in your company, whatever the size. 

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