How much control & choices do you give employees?

So, how much control do you give your employees over their distractions at work?  Well, you should if you are serious about improving performance, productivity and profits.

Let’s be honest, we all have distractions at work, whether you work in the office, at home, hot desk, open plan office and workshop to name some.  When it comes to distractions it is no different and there are good and bad distractions or times when distractions are good and bad.  It is definitely a balance but it is also definitely individual, so do you give employees enough control to manage distractions to ensure they are productive and performing at high levels and standards?

Some distractions are good!  Yes they are!   Workplace discussions, communication and collaboration can lead to innovation and allow employees to re-set so they feel refreshed when they turn their mind back to what they are doing.   Distractions such as morning teas and team discussions also help to create a positive culture, after all it is usually people in the workplace that make it what it is.  This contributes to a positive working environment and employee engagement.  Remember distractions are not all bad before you start trying to take control over all discussions and down time.

Some distractions are bad though!  Distractions can distract our train of thought and be disruptive when trying to get things done.  Noise, people, emails, smart phones are all good examples.  Sometimes we can even distract our selves if we are bored at work or doing something that is not challenging or enjoyable, so it’s not entirely externally driven.  There are definitely some internal drivers (personal lives is another big impact) and I am sure if you think about yourself you could think of a range of distractions.

There has been research around this and I recently attended a function hosted by Griffith University, Centre of Work, Organisation and Well-being where Dr Amanda Biggs and Dr Libby Sander spoke about their research into the topic.   The biggest take away was for individuals to have choices and control over distractions at work.   You could provide them with flexibility to be able to have the choices and control; different work hours, working from home or different locations, break out room / meeting rooms for those in open plan environments.  As distractions can be both external and internal, ensuring employee engagement is important as well.

So, allow and encourage individuals to plan their day to best suit their productivity levels and minimise distractions to them.  Give it a go and start with discussing it with your team.

At HR Business Direction we can help to maximise performance and productivity of your team.

 

Relevant blogs:  Flexibility in the workplace; Embracing our ageing workforce; The impact of employees personal lives on employee productivity;

 

Leisa Messer FCPHR; BBus(HRM); GradDipIR; CAHRI; IRSQ
Managing Director | HR Strategist
leisa.messer@hrbd.com.au
07 3890 2066
www.hrbd.com.au