What I learned is that productivity dips when employees are uncertain. That can be about their current role, about what they're supposed to be doing at the moment, or about whether they're going to be laid off, among other things. Provide answers — or at least take the focus off of their doubt — and they reengage.
Quick tip: Have your employees write down daily, weekly, monthly or quarterly goals in a format and place that encourages accountability.Now it's time to figure out how to achieve that outcome. Essentially, this step is about breaking down the overall goal into smaller ones, which has a number of benefits. For starters, it gives you an outline or a schedule to work from . It also brings rewards into short-term focus.
Quick tip: Have your employees create written action statements or step-by-step systems for reaching their goals. Add them to a schedule if possible.The main thing left is to follow through. In some ways, you've done the hard work already by clearly stating your goals and making a plan to achieve them. It's the difference between being vaguely interested in going somewhere and actually setting a travel date and location.
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