Getting It Done: Increasing Productivity Through Better Time Management

By: Sharon Housley

Business owners and managers continually juggle a variety of roles, so creating a balance and effectively managing time is extremely important. In order to economize and make the most of the available time, incorporate the following into your time management plan: 1. Get Real. Set realistic goals, deadlines, etc. 2. Start. Just get started. 3. Benchmarks. Set benchmarks to monitor your progress. 4. Plan for the Unexpected. 
Unfortunately, things often come up that will disrupt your carefully laid plans 5. Evaluate. Evaluate your progress on a regular basis. 6. Rewards. Build rewards into your schedule. Plan to “treat” yourself. 7. Keep a “To Do” List. Maintaining a list will help you stay focused. 8. Self-Discipline. When you hear the “fun things” in life calling, remain disciplined. 9. Take Breaks. Do not forget to take regular breaks.

(Do your hiring forms really help you screen in the best and screen out the rest? To preview the efficient and effective employment application, structured interview, and interview rating forms Humetrics has perfected over the past 20 years, click here.)

The study found one key: leadership by example. “Our highest priority was the lowest-ranking individual rifleman,” recalls co-author Jason Santamaria, a former USMC officer who is now a business analyst with McKinsey & Co. in Houston. “For instance, Marine officers never eat until their Marines have.” Santamaria estimates he spent between 50-90% of his time working directly with the people who reported to him.

Leading by example includes being willing to roll up your sleeves. Southwest Airline CEO Herb Kelleher is famous for the days he spent working the gates and handling baggage. At Marriott, “The manager of this hotel was impeccably dressed, but if he saw a piece of trash on the ground, he would pick it up and put it in his pocket.” Like the Marine Corps, Marriott has a well-defined set of values.

But what if your company’s values aren’t as clear? You have to articulate them yourself, but that’s the easy part. The hard part is constant reinforcement of those values. You need to recognize people when they do something that exemplifies the values that you want them to aspire to.”

(To read an excerpt from Mel’s “classic,” Hire Tough, Manage Easy, click here.)

The following excerpt from an Inc. article* summarizes a Google recruiter’s tips that anyone can use to win the war for talent: • Recognize the inherent strengths of the amateur: Read resumes with an open mind. Remember resumes are just a marketing piece.

• Be a language detective: Look for active versus passive language.

• Make being small work for you: It can make you unique and you can offer a lot the larger company can’t.

• Don’t believe the social media hype: Referrals are still the best source of great employees.

• Write great headlines and tell people what they will get to do and why the job is so important.

*Link to original article. 

(For everything you need to know about recruiting, selecting, on-boarding and retaining the best hourly employees, visit: The Humetrics’ Bookstore.)

As children, we are recognition addicted. (“Mom, look at me!”) But we should not work to expect applause; rather we should be pleased to accept applause. When you work for “applause,” you are allowing others to determine the value of your work. When you accept applause, you are letting others recognize the value of your work.

(For everything you need to know about recruiting, selecting, on-boarding and retaining the best hourly employees, visit: The Humetrics’ Bookstore.)

—Another great idea from the Restaurant Doctor Bill Marvin.

(To read an excerpt from Mel Kleiman’s 100 + 1 Top Tools, Tips & Techniques to Recruit Top Talent, click here.)

• Open & frequent communications to build trust (never lie or color the truth)
•  On-the-Spot Rewards/Recognition Programs–which ANYONE can give to another employee for a special reason (the other employee addresses and solves a problem that is not their responsibility to fix)
• Saying “thank you” for a job well done (give them Certificate of Achievement to hang in their office or cubicle)
• Gift cards for outstanding achievements (or tickets to a sports event, concert, or movie theater)
• Dinner for two
• Challenging new projects (rotate people in and out of projects)
• Temporary assignments/cross-training (work in other departments, interim team leader while team leader on vacation/holiday, etc.)
• Take a sincere interest in their families (partner’s name, number of kids, where they live, etc.). Use this info in your discussions with them from time to time.

For a complimentary copy of our special report, Why the Wrong People Get Hired, visit The Humetrics’ Free Knowledge Center.)

On a serious note, what triggered this research was a recent report that a high percentage of GED certificates are not real. So, if your job really requires a high school diploma, GED, or college degree, make sure the applicant’s claims are authentic.

(Could you use a good chuckle? Take a look at part of Mel’s fun, pre-presentation slide show.)

Positive experiences delivered by great employees will create a long-lasting relationship between your customers and your organization.

(For a complimentary copy of our Employee Commitment Card, go to www.KleimanHR.com and click on the “Members Only” tab. If you’re not a member, it’s free and only takes a minute to join.)

1. Tell the truth – the worst truth beats the best lie.

2. Tackle problems as they happen – they won’t go away.

3. Agree to disagree and commit – no whining allowed.

4. Welcome the truth – our own defensiveness can turn us into naked emperors.

5. Reward the messenger bearing bad news – it builds a culture of honesty.

6. Build a platform of integrity – for yourself and your team.

(For a complimentary copy of How to Hire Tough to Manage Easy in Today’s Turbulent Times, click here.)

You probably take the time to send cards to your family and friends, but do you send cards to your employees and co-workers as well? After all, you probably spend more time with them than you do with your family. (If you have employees who work remotely, it is even more important to remember them.)

Set up a simple reminder system and, since you’re doing it anyway, include their date-of-hire anniversaries and any other important milestones in their lives as well.

(Do your hiring forms really help you screen in the best and screen out the rest? To preview the efficient and effective employment application, structured interview, and interview rating forms Humetrics has perfected over the past 20 years, click here.)