- Improving Personal Productivity
- Personal Productivity - Home
- Personal Productivity - Introduction
- Defining Personal Productivity
- Nurturing Employee Productivity
- The Three Phase Theory
- Tools of Personal Productivity
- Personal Productivity Factors
- Incentives & Personal Productivity
- Personal Productivity Smart Goals
- Worksheet For Personal Productivity
- Kolb's Learning Cycle
- Herzberg's Theory
- Employees Lose Interest to Work
- Evaluation of Work
- Expanding Your Horizons
- Useful Resources
- Quick Guide
- Useful Resources
- Selected Reading
- UPSC IAS Exams Notes
- Developer's Best Practices
- Questions and Answers
- Effective Resume Writing
- HR Interview Questions
- Computer Glossary
- Who is Who
Defining Improving Personal Productivity
According to the Office of Personnel Management, located in Washington, DC, personal productivity consists of a flowchart that begins with the employee planning his assignment properly and setting realistic expectations, then implementing a regular self-monitoring to see if his work is on schedule, while also checking performance and rating the quality of his output, receiving constructive feedback and finally ending in earning rewards as a deserving performer.
Just introducing a personal productivity system in the workplace is not sufficient. The employees must be taken on board and their feedback must be counted to design the system to be as productive and effective as possible.
To implement Personal Productivity successfully, the employee needs to interact with the management, learn the expectations of the management from them, know the areas they should improve in, their strengths and motivation factors.
Here is a list of a few important guidelines to design effective Personal Productivity Systems −
Clearly identifying the types of work that are supposed to be done.
Dividing these work-types into profiles with tasks clearly mentioned.
Using expertise in profiles after getting clear instructions from management.
Understanding the ranking order and getting expectations.
Understanding the standard of performance expected of key position-holders.
Engaging in quarterly reports on employee performance and feedback.
Keep track of personal performance and productivity.
Keep track of personal performance records.
Create a personal reward system to gain motivation.