Your job, as a leader, is to get the best results from your team. It likely goes without saying that the best way to do this is to create an ideal environment in which they can perform at their peak.
Yet the reality is often that employees are burdened by rules that stifle creativity and working flexibility—and it’s a well-established fact that happy, appreciated workers work harder.
So how are productivity and leadership linked, and how can you motivate your team to perform at their very best? Read on as we explore what connects leadership styles and productivity within the workplace, and how to achieve high productivity without alienating your employees.
Productivity: a personal or leadership issue?
What do we mean when we discuss productivity? Is it merely the amount of work finished within a set amount of time, or the quality of the results? Perhaps it is about the potential for increasing both of these yard sticks?
Ask within the workplace about the importance of productivity, and you’ll get different answers from every person. Productivity to managers is usually about the output divided by the time allotted. For individuals it is probably more centred on them—maybe about getting as much done as possible, or working smarter rather than harder.
Another could cite any number of productivity hacks such as the pomodoro technique, or ‘eat the frog’. Supervisors and team leaders will give you SWOT analysis or SMART goals, while another will talk about personal and professional development. But while we can all agree that productivity is a vital component for a dynamic workplace, does the onus fall purely on the individual, or is it something that leaders should work at fostering?
What is the connection between productivity and leadership?
In the world of business and the subject of productivity, there is no one-size-fits-all all answer. Just as people are motivated by different things, so the leadership tactics are numerous and plenty, all of which lead towards the same goal: happy, productive team members.
We can all remember a time when we had a manager or supervisor with poor leadership skills. Maybe they were unfair, or belittling, or lazy or downright bullying. Either way, few of us will have wanted to give them our best, even under the threat of job loss. These are the instances when perfectly capable, perhaps talented, people leave a toxic work environment, and take their skills elsewhere.
Then there are the times when something needs doing in a short amount of time and everyone pitches in to help. A sense of community is created, and you are all working together for a mutual cause—this is usually down to a love for your team and your job, and a genuine desire to create something amazing on behalf of the company.
Yes, individuals will have their own motivations, both personal and professional. But a true leader recognises these, and uses them to the company’s advantage, rather than trying to squash them out and losing a powerful source of creativity and energy, just to fit within the rules. Someone who feels respected and valued will always work harder than someone who resents their day job.
Positive leadership style and productivity benefits
Changing what you perceive as a negative leadership style, or one that needs altering, can be a tricky prospect. As with any change, it helps to focus on the immediate: your team, this one project, this month. Get the leadership right for that, and it will spread.
Truly great leadership is about adaptability that is governed by insights into the situation and team that they are working with. To know how to motivate, not just any team, but this team, and to know when to pivot is a skill that is worth its weight in gold.
People quit bosses, not jobs
The most often quoted reason for negative managerial experiences is that of an ‘unyielding dictator’. Yes, there will always be instances when clear, unquestionable leadership is needed, but too many (often highly experienced) leaders invest so much trust and confidence in their own decision-making that they become unable to deviate from it, regardless of the circumstances.
Teams are generally not naughty school children who are trying to get one over on you. These are people who have been hired for their potential and capabilities, and it is up to you to help them exercise this, to everyone’s benefit. That is not to say that you should let creativity and individual preference dictate the workplace, but instead find a style which fosters a collaborative atmosphere, suiting both the goals of the business and the motivations of the team working there.
How to use leadership styles to boost productivity
Create a good work dynamic
Try to foster a positive work environment, with plenty of opportunities for feedback and discourse across the various levels of management and workforce. A friendly, happy workplace is one with strong relationships, and a mutual respect between employees and employers.
This also includes the physical environment and the tools needed for the job. A well organised, comfortable workplace, with ample tools and equipment will boost morale and efficiency. A workplace that has annoying niggles or lacks the tools needed will be a distraction at best, or could prevent the work being done at all.
We are all a sum of our everyday actions, and this is equally important within the workplace. Emphasise effective habits with a combination of leading by example, respectful but fair rules, and a reward system that reinforces good principles.
Be adaptable in leadership styles
Some situations call for you to be in there with the team, working on the nitty gritty of getting the job done. Other times you will need to be a clear leader, setting deadlines and planning the overall project from above. Both of these styles are legitimate and are part of what is called situational leadership (**ADD LINK TO OTHER ARTICLE WHEN LIVE**).
Knowing what each situation calls for is only half of achieving this, however. You also need to be consistent within the boundaries of each style: a volatile leader can be just as stressful as an unyielding one.
Give autonomy over work where needed
Sometimes, unmotivated team members merely need a boost in confidence. Allowing them some authority over how their work is done can achieve this, empowering them to develop their skills on their own terms. You’ll not only have someone who is giving it their all, but may also benefit from a ‘levelling up’ of their skillset.
Set clear guidelines and expectations
Even the most relaxed environment needs boundaries and goals in order to achieve things. Some workplaces will flourish under a democratic system that gives workers authority over their working style, but these only work with clear guidelines for behaviour and regular opportunities for team-wide updates, to ensure that nothing falls through the cracks.
Effective communication is more than just having well defined expectations. It is having an open and honest approach, knowing when to delegate so that you can work on the bigger picture, and checking in so that everyone is on the same page at any one time.
Cut the red tape and procedures where possible.
Unless you work in a medical or legal environment, a large percentage of the plotting, planning and box-ticking work can be cut, leaving more time for actual work or problem-solving. There are so many online tools now to keep everyone on the same page for projects, task lists and timelines, making the need for endless roundtable discussions a thing of the past.
In a similar vein, it’s a good idea to gather feedback from your team on current procedures. You likely won’t use them in the same way that they do, and there may be weaknesses within older processes that are unnecessarily time-consuming, or which hinder creativity and deep work. If the time monitoring requires constant updates, it may distract the worker from the task at hand, so is it really worth it?
Assess regularly, from the top down
Are there any points in your process or the work day that are causing issues? Could this be solved by a change in management style? Has your team or working style changed, and the leadership needs to evolve with it?
Have regular check-ins with yourself and other management to try and spot any weak points, or styles that no longer serve the current situation. If the problem persists, then try to look further down the chain for solutions.
Recognise and reward individuals.
Be on the lookout for opportunities to incentivise or level up the skill of employees. Easy to access support and training will also help your team members to grow professionally, and your business will benefit from motivated, ambitious workers with a new set of skills.
Productivity and leadership go hand in hand in the workplace, with one suffering if the other is neglected. If productivity is an important part of your business and you feel that you or your management team could benefit from some development, we run regular training sessions on the topic of leadership and management.
