Posts Tagged ‘Productivity’

Greener

There will always be an endless list of all kinds of problems for a business to solve and it’s how people come together to solve the problems which accelerates the execution of viable solutions and positive changes.

Some problems will be easier to solve than others, there will be a multitude of lengthy conversations about how to solve certain problems and there will be various opinions on the value of the problem to solve, but it’s important to respect the person responsible (and accountable) for solving the particular problem and rather than moan about things not being solved / done how you’d expect, then use influence, positivity and collaboration instead to see how things could look from a different perspective, because ultimately everyone’s heading for the same goal and would be passionate to solve problems in the most effective way.

It’s also not easy to ignore a process which you seem to have various problems with especially when it’s not a priority to solve for the person who’s responsibility it is making you feel frustrated, but you could try rewiring your brain to obsess about problems which are within your remit to solve or contribute to solving instead and when asked by senior management “what improvements do you think we can make outside of your remit?” then you’re totally within your right to give an honest answer along with what you’ve tried to do to help.

Before you jump ship because you think the grass is greener, have you thought about:

  1. Collaborating on the solution with the person directly whose responsibility it is to solve the problem in a positive way – you never know, the person who’s responsibility it is to handle the process with the particular problem at hand could do with your observations or opinion on how to overcome the problems they’re facing
  2. Obsessing about solving problems which you’re responsible for and reviewing whether you’re fulfilling all of your R&R, as not solving your own problems could have a direct impact on other areas trying to solve their own problems
  3. Discussing openly with your line manager about how they think you could help contribute to solving the problem
  4. Is it a valuable problem to solve relative to other problems across the business
  5. Listing out all of the positive and good things about the company
  6. How lucky you actually are
  7. Making more conversations
  8. How much autonomy you already have to make big changes

When you get approached with an attractive offer by a recruiter or are fed up of certain problems not being solved, have a real think about how you’ve made an effort to help solve the problem by collaborating, because you may find the same problems if not more might exist on the other side of the fence, resulting in being in the same position in six months time with your new company.

Team-image

There’s no doubt that it’s desirable for a team to be happy for many obvious reasons including productivity, but a few do’s and don’ts to retain a jolly happy team ☺:
Do

  • Be polite irrelevant of who you’re talking to – thank you, I appreciate that, thanks
  • Offer help if you see a colleague struggling
  • We have done that – embrace the team
  • Congratulate your colleagues on achievements
  • Share any positive performance off the back of effort
  • Own up / apologise for contributing to buggering anything up accidently
  • Be positive day to day
  • Be honest sooner rather than later so people have time to improve
  • Chill and take time out to talk non-shop to your colleagues
  • Discuss / focus on what problems you’re looking to solve
  • Ask why it’s valuable
  • Allow autonomy

Don’t

  • Blame a work colleague directly but instead discuss whos responsibility it is and how we can avoid it in future
  • Dictate solutions to colleagues. discuss the problem and how you need help solving it instead. Troops will stand by and support you whatever the need
  • There’s absolutely no need or nothing to gain from being rude or a bully, other than your work colleagues keeping their distance from you. You can always get what you want from being polite and direct.
  • Focus on problems with agreed solutions (negativity)
  • There’s no I in team
  • Contradict yourself regularly to avoid confusion and frustration

This may all be obvious, but get it wrong and there could be an expensive mass exodus which will impact productivity, but adopting at least a few of these will result in Spartans banging their swords against their shields ready to defend the realm with you.

Context switching

There’s never just one thing you could do, not just a few things, but there could be hundreds of things you could possibly do to deliver value, so by being reactional with a ‘just get it done’ attitude could result in little progress towards delivering overall business goals and lead to a few frustrated developers.

Product development isn’t as quick as setting up a new programmatic ad campaign for example and instead can take weeks to carefully craft a solution collaborating with colleagues along the way. Also with development costs not being cheap means that not making a sensible decision up front could be costly.

Context switching can impact a variety of key elements:

  • Waste – it can take hours / days for a developer to jump from one project to the next especially if they’re unrelated and the code is complex. There’s also risk that some of the learnings from the original task would be lost even if documented.
  • Morale – one of the most frustrating things for a developer is context switching either by switching in progress work or frequent disruptions. Developers take pride in doing a high quality job and to do that takes detailed technical planning to ensure they do the job well, so pulling the rug beneath them often ends in frustration. Typically they just want to get a job they’ve started on done and see the fruits of it.
  • Delivering value frequently – adapting to change quickly is important, but you may find changing a strategy often results in delivering very little.
  • Prioritisation – expecting a product owner or someone in a strategic position to juggle a significant amount of projects at once will end in the highest priority work not necessarily getting done, because it takes time to groom and value projects / requests, so if there’s less time to do this, work could be prioritised based on who shouts the loudest.

Context switching can negatively impact anyone across the majority of an organisation and is often caused by unnecessary flapping / panicking, but with a robust and strict new request process and well oiled live bug process can not only keep context switching to a minimum, but also ensure that teams are working on the highest priority item delivering value frequently to customers.