A survey done in 2013 by Salary.com found that 70% of employees admitted to wasting time while at work. Another survey verified that employees admitted to wasting over two hours a day. Consider the fact that many employees admit that they use this wasted time for social media or conversing with coworkers, so essentially you’re paying your employee to socialize and surf Facebook. Generally, there’s not too much that can be done to deter employees from using work as social hour, but you can implement the following practices. Making the most of time at work is relatively simple.
Only require employees too attend meetings that directly pertain to them.
This is self-explanatory. Employees are wasting a great deal of time in meetings that they may not necessarily need to attain for their specific position. These meetings are affecting that amount of time they have to dedicate to work that they actually need to complete. One manager in a 17-company study by consultant Bain & Co. and VoloMetrix found that he was wasting eight hours a week in meetings he didn’t have to attend or that shouldn’t have been scheduled. Generally, adults on a conference call or meeting that they consider redundant or irrelevant to their position is a waste of time because not only is that employee wasting that window of time, but also it throws off their work efficiency after the meeting resulting in work being left incomplete.
2. Reduce email communication to individuals that need to be included in the conversation
Employees spend an obscene amount of time reading irrelevant emails. Emails should be a means to communicate pertinent information or to quickly communicate a task. In company’s “Reply All” is used far because employees feel that they must acknowledge the email to verify receipt and comprehension. The constant reading and replying to email communication interrupts workflow and in some cases consumes a great deal of time in the workday.
Make employees accountable for their time.
Management telling an employee about their lack of self-management is usually enough to enact change, but in extreme cases the answer may involve the use of a log to have employees record the amount of time they allocate to each task. Some employees just don’t realize that they are getting off track so having them consciously record their time may enlighten them on the amount of time they are wasting daily. Another means to make employees accountable is to set measurable performance expectations by allotting a certain window of time to certain tasks. This allows employees to see, based on the set expectations where they fall and work towards improvement.
The time that employees waste at work are sometimes over looked until a task goes undone or deadlines are missed. In order to effectively improve employee self-management, you need to set expectations and instill an environment of efficiency for employees to know the performance expected of them. Optimum Expense Recovery and Consulting analyzes your company from the inside out allowing you to receive an unbiased third party review to help improve the efficiency of your employees and productivity.