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La productividad en el trabajo no es lo que crees

Cómo salir de la espiral y hacer más cosas

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Tu lugar de trabajo es un hervidero. Nadie puede discutir eso. Basta con echar un vistazo a tu rebosante bandeja de entrada y a todas las reuniones de tu calendario. Además, de que todo el mundo corre estresado por la oficina.

Pero, en ese frenesí de actividad, ¿qué está haciendo realmente tu equipo? ¿Estáis progresando en los objetivos importantes o solo os pasáis el día con tareas inútiles?

La productividad en el trabajo no consiste en intentar sacar adelante más tareas en cada rato libre. Lo único que se consigue es quemar a todo el mundo. En cambio, la verdadera productividad en el lugar de trabajo significa que todo el mundo puede aportar toda su creatividad, su perspicacia y su motivación única al trabajo que realmente cuenta.

Las costumbres personales de los empleados son un componente importante de la productividad en el trabajo, por supuesto, pero solo son una parte de la ecuación. La otra parte es desarrollar una cultura de equipo que respalde la productividad.

Tanto si eres gerente como colaborador individual, puedes contribuir a crear este tipo de cultura. Esta guía te dará algunas ideas sobre cómo lograrlo.

¿Qué es la productividad en el trabajo?

Antes de entrar en detalles, vamos a aclarar qué es la productividad en el trabajo y qué no lo es.

El signo más importante de que tu equipo está siendo productivo es bastante sencillo: estáis logrando cosas. Y no un logro cualquiera. Estáis alcanzando los objetivos más importantes.

El otro aspecto de la productividad es que estáis haciendo esas cosas importantes de manera eficiente. Os habéis librado de los malos hábitos organizativos que frenan vuestro progreso.

Ahora bien, esta definición de la productividad en el trabajo puede parecer evidente, pero piensa en la frecuencia con la que has vivido la situación opuesta. Algunos equipos tienen dificultades para hacer las tareas importantes porque están abrumados con otras más pequeñas, por ejemplo, todos esos correos electrónicos y reuniones que hemos mencionado antes. No cabe duda de que están ocupados, pero su productividad es baja.

Set clear (and specific) onboarding expectations with Confluence features

In that SHRM survey, 23% reported that clear guidelines—including their specific duties and responsibilities—could have prevented a swift exit. While a universal onboarding document is helpful for learning the basics, a role-specific resource is much more beneficial for getting down to the nitty gritty of each job function. Each employee has to know their unique responsibilities in the organization.

You can achieve this by setting up different page elements in Confluence to suit different employee roles. For example:

  • Create “action items” that employees can check off as they finish them, giving them a to-do list. You might help an employee set up their benefits by certain dates, for example.
  • Within Confluence, create individual tables. These tables can include expectations for employee onboarding achievements within 30 days, 60 days, 90 days, or some combination of each.
  • Within your chief onboarding documents, create links to specific project documents so employees are immediately in the loop for projects they’re supposed to join.

Simultaneously, you can create individual team pages to help specify unique roles within the context of your company. Want HR to drop in some specific duties, responsibilities, and expectations for each team member? Use page restrictions to limit editing to that individual. This way, every new employee has the context they need from the teams and people who know their role best.

Scale your onboarding process with templates

If you read the section above, your eyes might already be rolling into the back of your head:

A new page for every employee? That work’s going to add up. My department includes many roles, friend. For example, a marketing department can include as many as 20 different roles, and creating onboarding materials for each one would be time-consuming. But with the use of Confluence templates that work is reduced. Use Confluence templates to build consistent onboarding plans and training resources for your new team members. Populate these templates with all the essential information they’ll need, such as:

  • Project details
  • Marketing/branding guidelines
  • Contact information so they can reach out to key employees for assistance
  • Employee handbooks automatically built-in

With Confluence, you can build a new page from a prebuilt HR template. Setting up a new, employee-specific page for a new hire? Confluence can automatically populate employee handbook information and a company introduction without added work.

Use in-line comments to keep new employees up to speed

At some point, you’ll encounter a bump in the road. No matter how much information an employee takes in, no matter how much they try to reference your existing documentation, there’s going to be some adjustment before they’re fully onboarded into your team’s projects.

But it’s no sweat. Confluence offers in-line collaboration features, like “@” tagging for user-specific comments and page commenting, that helps keep everyone aligned as you address these issues. New employees can comment on pages to ask questions. Or you can loop in an HR representative to help get an employee up to speed. 

For example, if a new employee is joining a Team Space for the first time, they can use in-line comments to address specific questions to the employees who might have the answers. This helps avoid clutter and comments that everyone can see, which keeps the Team Space humming along even as a new employee is getting acclimated.

Separate your employee onboarding data from the rest of your projects

Confluence allows topic tagging features to help delineate different types of content. This also makes employee documents and communication much easier to search through. For example, suppose a new team member needs to reference their onboarding documentation. In that case, they can search through an onboarding tag first—separating this information from any information pertaining to existing projects.

In fact, you can use tags for all sorts of reasons. For example, you can designate benefits, holiday information, and employee requirements under a “company policies” tag, which makes it easier for new employees to navigate.

You can also use labels to make project goals more clear for new team members. Tag your team and project goals—as well as the relevant pages that support them—and make sure to distinguish overarching project briefs from supporting documentation. You’ll give new employees a clearer roadmap for hitting the ground running.

Get your employee feeling like a part of the team

Not-so-fun fact: disengaged employees outnumber engaged employees nearly two-to-one. And engagement is often the result of teamwork. The more quickly employees feel like valued team members, making consistent contributions, the more likely they’ll feel engaged at work. 

As the Harvard Business Review notes: “Research has shown that employees with close connections at work are more productive, creative, and collaborative.”

How do you use software like Confluence to foster that teamwork? Simple: use your communications features to their fullest extent. You can use Confluence and Trello together for onboarding, for example. Team members can blog together or use emoji reactions to express their personality—this helps foster a spirit of collaboration rather than the feeling of ticking items off a checkbox. (Ideally, with Confluence and Trello, you’ll do both simultaneously.)

Team space

A Confluence knowledge base can be built into one or more spaces—you’ll create pages within a team or project space. Over time, you can turn this into a team or organizational knowledge base that serves many employees. It’s up to you to match the type of spaces for its uses. A Knowledge Base for onboarding can be like a new employee handbook, filling in new employees on every detail of what they need to know and what tasks they need to complete as they onboard. A Team Space can be the shared space this employee joins as they get caught up with the goals and projects of their team.

¿Qué hace que los trabajadores sean ineficientes?

Así que, ¿por qué hay tantos equipos improductivos? ¿Qué es lo que hace que los empleados sean ineficientes, estén agotados y que, a la larga, acaben desgastados laboralmente?

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