5 Ways To Improve Your Companies Productivity

Sprietzer and Porath found that 16% Thriving employees have a better overall performance than his colleagues. 125% (self-reporting) of burnouts they have a level lower than his peers, 32% more committed and 46% more satisfied with their jobs.

This fact suggests that the welfare (well-being) and happiness of employees in Jakarta to be important not only for the productivity of employees, but also the company's growth.

There are five steps that can be considered by the company to ensure the productivity of employees and managers stay awake in Jakarta which will be more chaotic and worse traffic.

Working at home

First, support and encourage enterprises to develop an employment policy that supports employees to work at home. One of the major causes of traffic congestion in Jakarta is the need for residents to leave and return to work. Reducing the number of people who go off to work each day, will minimize the possibility of traffic congestion.

There are many patterns of policies that can be taken, such a pattern to work from home every two or three days a week. Such patterns can reduce the traffic load, without loss of coordination of face-to-face is needed in the office.

Second, do the investment in information technology. With the increasing ease of technology, coordination between departments and among employees can be done remotely. A variety of free applications available on the iPhone application store, Blackberry, and Android to increase productivity and coordination can begin to be used.

For example, Yammer microblogging can be used as an internal application for companies. Yammer facilitate discussion and coordination of employees from a distance, thanks to the focus group facility that is easy to use.

In addition, chat applications such WhatsApp can be used for coordination among employees. WhatsApp worth was chosen because it is multiplatform, and can be used by those who use the IOS, Blackberry, or Android.

Other applications, Viber, can be used to communicate using voice (voice) using VOIP for free. Teleconference expenses can be reduced significantly.

The Company, together with the association, also can lobby the government to have public policy nor Mr incentives that could improve access and quality of the Internet in Jakarta. Of course, there is an urgent need to have adequate Internet access for work.

Third, provide training and create an environment that encourages employees to work smarter. In this case more important to work smarter rather than harder. Rather than working from 6 am until 11 pm, to avoid congestion, for example, employees are supported and trained to manage his schedule better.

In addition, employees can also be trained in order to coordinate better from afar. For example, employees can be trained to use email and information technology more effectively. The manager can also be trained in leadership is open (open leadership) who will be able to help them cope with a wide range of issues in this era of transparency and openness.

Fourth, try to improve customer service by phone and social media. This will help reduce the need for customers to travel to the service. It also means less need to put employees in a large number of companies for customer service. Provide incentives to customers to make transactions and interactions over the phone and the Internet. In fact, if necessary, intensify the use of courier services for sending and receiving of goods.

Fifth, create a culture of high responsibility. One of the concerns that are common in innovation in the field of human resources is thus about unintended Consequences of unproductive employees. With outside visual surveillance, the employee concerned does not do his job properly. Companies can create a clear signposts for the employee to continue doing his job on the go. Incentives and disincentives should be introduced and implemented well. But, more importantly, there must be a paradigm shift

Creating Value

As Jim Collins and Jerry Porras published Built to Last, in 1994, all companies are plagued uphold the principles and values ​​act as guidelines and believes that outlines the basic principles and behave is a super important in running the company. However, in practice we often see companies that do not reflect the values ​​are echoed. On the walls of Enron boardroom, there was clear corporate values: Communication, Respect, Integrity, Excellence. However, the company even became so famous because of fraud. Then, where the integrity which was announces? Why is writing on the wall integrity seemed powerless, toothless and meaningless? Is it wrong values ​​to be translated? Is it values ​​and practices at the company simply has nothing to do? When the values ​​and practices in the field do not connect, imagine how difficult it is top management and the leaders 'set' and directing team members. When the value of just being an empty slogan, how team members can truly feel happy and doing meaningful work?

The pursuit of the 'value added '

Almost all the companies put the "customer focus" as one of its value, but we can see the application and its impact can be so different from one company to another company. A company that had put "customer service" as one of its value, even a very narrowly interpret the term "customer service". For the majority of employees, even top leaders, "service" means more to repair the defective product, but it has nothing to do with attention to customer needs will be fast and reliable process. Translation is wrong and not the revelation of the "customer focus" in the range of work procedures and guide decision-making, resulting in difficulty of the individual to "walk the talk". Ends, the value does not seem to be possessed, "no sound". In fact, the values ​​in an institution not only serve to direct behavior, but also as individual adhesive to each other. Do not we immediately felt "close" to those who faith, one mind and agree?

There are also instances where a company canceling of customer orders, since one count in the internal team. In fact, customers already take into account the time of arrival of the goods to run a business. This of course is not only frustrating for employees and customers, but it causes more difficult to lift employee morale. Thus, our challenge is to imagine what the added value that can be given of the values ​​that we profess. In short, the basic principles or "value" companies, institutions or countries, not necessarily heralded heralded when not adding value. If because of the basic principles, customers and employees even made complicated, what is the function and meaning of these principles? However, if this basic principle, be studied, used as a dictionary, used as a benchmark problem solving and ultimately make the individual in the group, more independent in performing their duties then the value would be obtained, either directly or indirectly. Even better if it can guide the behavior is recorded and used as a benchmark for newly hired employees, which is related to ways of making decisions when experiencing difficulties, even in calculating the costs and benefits and risks of the company.

Socialization values ​​not 'Marketing Launch "

Many companies or institutions that are stuck on the symbolic aspects of the value. When finished outlining the company's value, many do we see a massive launch and 'celebration' for, so to speak, "embed" 'values' issue. In fact, we can not instill values, values ​​in the blood stream, and spice up the value in the 'mindset' employees only through the launching. We need a lot to facilitate internalization of the discussions, asked questions and reassure all employees that this is essentially the value of behaving. We can imitate a serious company, held a "planning of values ​​communication" for introduce and discuss complicated cases that need to be addressed according to the true values, even using the "key values ​​indicators' to measure the behavior and achievement. In the difficult and happy, values ​​should be a beacon.

How should we blow that has been outlined it values ​​and benefit from the philosophy of the company, institution or country? First of all, we really have to ask the leader or manager of the institution, whether he actually embrace these values, or he himself is distant and not so regard it. It is also important that the leaders and the leaders could describe these values ​​in the behavior or at least not in the dialogue, speech, problem solving and priority setting. Countries, groups, institutions that citizens "Live Their values" is bound to look attractive, unique, and thus enjoys this as a value added.