Every leader wants their team to perform well, but with so many teams working from home, encouraging productivity can be challenging. On this Bite-Size, we’re tackling the question, how can leaders build highly -productive remote teams?
Joining us to offer his expertise on this topic is Emplify’s Co-founder and Chief People Officer, Adam Weber.
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Nicole MacLean: [00:00:00] Hey insights, listeners Nicole here. And thanks so much for joining me for this week's bite-size insights, empowering people, leaders with best in class information in 10 minutes or less. Before we dive in quick reminder, if there's a topic or an idea that you want us to address, please tell us about it.
[00:00:20] By going to emplify.com dash questions. That's E M P L I F y.com/questions. Now every leader wants their team to perform well. But with so many teams working from home, encouraging productivity can be challenging. So in this bite-size we are tackling the question. How can leaders build high productivity teams remotely joining us to offer his expertise on the topic is amplifies co-founder and chief people officer Adam
[00:00:53] Adam Weber: [00:00:53] of the modern world. Of course, this is trust and autonomy and outcomes. I mean, the biggest shift that COVID should have forced is that we were, we were already too focused on hours and good leadership and high productive environments. Aren't focused on hours. They're focused on clarity of outcomes. And so as a base level, anything a business can do to make sure that every single person in the org actually knows what's expected of them and how that role ties to the larger purpose of the business.
[00:01:20] That is the fundamentals of how we're going to create highly productive high-performance cultures. I think there's like systems and structures. You can do to honor that for people to acknowledge, like this is the tension I think of this whole topic right now in this time is like, we all want highly productive environments.
[00:01:35] And yet the old way of creating high productivity was like command and control and try to force more velocity. But when you listen to what everybody's saying, it's actually the opposite. It's, it's talking about the whole person it's wellbeing, chaff. It's creating ways to create rest. And I think just creating systems that are thoughtful for the employee and acknowledging their current experience is the way to actually unlock that, that productivity inside of a person.
[00:01:59] An engaged employee is two times more productive than our average employee. And so how do you use science and data to understand where basically at the macro level where our teams of people all having the same issue and do we have a system in place where we're consistently letting their voice be heard?
[00:02:16] And then we're coaching leaders on what to, how to actually turn that voice into action. And so I think that when I say systems, it's like, no one can come out of this and just do one tack like one, you know, brute force effort that's going to solve it. It's do we have consistent rhythms where we're listening to our people and then turning that into predictable action from there?
[00:02:33] It's giving people a third party anonymous place to express the current state of their workforce. And then what that does is when you provide a safe place for employees to have their voice heard, and then leadership can display back. We take this seriously. I think that's, that's where that, that balance is.
[00:02:51] This is the time in the world to be bold to the world right now needs more than ever. People that are deeply authentic, who are human, who are honest, who care for the whole employee. And this is the time to challenge the status quo. So I say, go for it, do the thing that deep down you've always wanted to do.
[00:03:08] And that you've always been afraid to do. This is your moment to do that.
[00:03:16] Thank you for joining this week's bite-size insights. I hope that you learn something new and be sure to submit your ideas at emplify.com/questions.