Thank you for returning to part two of this series where we are talking about uncovering how to find ways to do more with less while pushing through “The Great Resignation”. I’m showing great restraint by not opening this article with another scary labor statistic – I’m choosing to be positive while picking up where we left off!
After reading the previous blog in this series about onboarding and training, let’s assume that I have convinced you to think about adding tools to help your business. What if you used the same onboarding tool to digitize all of your team’s daily tasks, and had access to the results for every member, every day; creating a new level of accountability?
You likely already have some form of paper task list or checklist required for every aspect of your operation. How do you analyze productivity from those lists? How do you know where coaching or training is needed? How are you acknowledging or rewarding great performance?
This is where digital task lists come in handy. With a digital solution (like Jolt), you can analyze productivity, identify bottlenecks, and help guide your employees through daily tasks without them feeling like it is a tool to punish them, or like “big brother” is watching.
Here is the ‘How To’
Foster an empowered versus punitive culture with digital lists:
- Crisp direction is essential: The way daily tasks and responsibilities are presented is key to making sure your employees know what needs to be done, when, and how to do it.
- Demonstrating removes doubt: Using digital lists that let your employees upload images, videos, etc. with each task, can show you how a task is being done, and if it’s to the standards you expect. This is a way to memorialize the great quality of the completed task…think evidence of success for both you and your employee to review.
- Make tasks fun and game-like: Tasks can have points assigned to them, so you and your team can have a friendly competition for who has the most points, and top achievers can be rewarded! Points are also a great way to uncover who gravitates to what tasks so you can encourage some diversity if needed.
So how does all of this help you do more with less?
Empowering your employees leads to higher employee satisfaction, which ultimately results in retention. Retention leads to less time repeating the recruiting and onboarding process. As a team member, knowing what I need to do, how it needs to be done, and when I need to complete it is very powerful. Being acknowledged, rewarded, and/or coached by whom I’m doing the work for is inspiring!
Please watch for part three.
Love Work, Live Life!