Tag Archives: productivity

Wishing for More Productivity

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“They just don’t get it,” protested Kyle. “Why are they so stupid?”

“Why are they so stupid? Or why are you so stupid for expecting them to understand?” I asked.

Kyle did not expect my response and I could see him stiffen in the chair. He didn’t know how to react to the challenge, so he countered with a question.

“What do you mean?” he said, stalling for time. I was quiet. The seconds ticked by. Kyle finally broke the silence. “Okay, they are not stupid. I just wish they could be more productive, and solve problems better, work smarter.”

“You have exactly the kind of team you have designed,” I said. Kyle’s face lightened a bit.

“You know, you are probably right,” he replied. “So, how do I make it better? How can I improve the design?”

I waited. “It’s not a matter of improving the design. It’s a matter of improving the designer.”

How to Find Unproductive Behavior

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The team worked for another 40 minutes. They had sixteen ideas on the board, but Julia wasn’t satisfied. “These ideas are good,” she said, “but not sufficient. Let’s take a different approach. I want you to think about yourself. How have you individually, contributed to the lack of throughput around here?”

Ralph was quick out of the gate. “It’s not my fault!” he proclaimed loudly.

Julia smiled. “Ralph. I know, but I still want you to think about it. It’s not your fault, but if it was your fault, how have you contributed.”

Ralph was a little surprised. No one ever dared asked him to consider that he might be the problem.

“I’ll go first,” said Max, letting Ralph off the hook. “When I am bringing materials into the warehouse off the truck, I just start stacking them up in the receiving area. But, we have so much stuff coming in, I stack it too close to the first staging area. Before they can set up the first staging, they have to move everything I just stacked up in the way.

“I had thought about saying something, but I was too pre-occupied with getting the truck unloaded.” Max had just laid it out there. Again, there was silence. Julia let it build.

“Ed, write that up on the board,” she said.

“Who has the next idea?”

Didn’t Leave for Better Wages

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The resignation letter stared at Adrian. His best team member, Eric, had just quit. Eric was employee of the year last December and just received a raise two months ago. He was in line to become lead technician in his department. What could be better? What else could Adrian, his manager, have done?

I inquired about the exit interview conducted by the HR coordinator. The form stated that Eric left for better wages.

Adrian was worried. Three years ago, Eric entered the company as an inexperienced recruit among a group of seasoned veterans. Over time, his personal productivity outpaced the entire team. In Eric’s absence, Adrian feared the overall output of the team would falter. Eric often carried the whole group.

I called Eric, already gainfully employed (at a lower wage) in another company. Happy with his decision, Eric shared his story. On a crew of six, Eric had consistently accounted for 50 percent of the output. The other team members were slackers riding on his coattails. I asked what Adrian could have done differently. The advice was quick and simple. “Cut the dead wood. Release the poorest performers and productivity would have increased, even with a reduced headcount.”

Adrian is left with the remnants of a mediocre team. But before he can heed the advice, he has to find another Eric.