6 Productivity Hacks to Increase Your Team’s Output

Teams face increasing pressure to produce, stay engaged and do outstanding work, which means that team leaders face increasing pressure to keep teams on track to these goals.

Here are six ways to help your team improve its output without sacrificing quality.

Declutter the work space.

Clutter tends to sap energy and attention, especially when it gets in the way of an orderly work process or goal. Make sure there’s “a place for everything and everything in its place” so workers can concentrate on the task at hand.

Hold better meetings.

Before you schedule a meeting, create the agenda. Then, decide: Does this need to be a meeting, or can it be done via email? If a meeting is required, schedule only the amount of time required to get through the agenda you’ve created – and dismiss everyone on time, no matter what.

Point out successes.

Productivity and engagement are interlinked, and when the latter drops, so does the former. Keep engagement high by pointing out successes, as well as the cause and effect relationship between your team’s work and that success.

Snack healthier.

Candy, cookies, and donuts provide a sugar rush, but they don’t offer the fuel your team needs for long-term physical or mental strain. Instead, focus on making sure healthier snacks are always available, and encourage your team to get the fuel that will keep them going for the long haul.

Quit working.

Studies show that taking breaks throughout the day to breathe, relax and refocus can help teams maintain higher levels of overall productivity than merely working straight through. Build in time for “brain breaks” to keep output high.

Know when to ask for help.

Sometimes, the best productivity answer is to go to someone with expertise in the tasks you need. Your staffing partner, for example, can help take a wide range of hiring tasks off your plate, allowing you to focus on what your team needs.

At FootBridge Energy Services, our recruiters connect our clients to some of the best candidates in the oil and gas industry. Contact us today to learn more.

Panel Interviewing Secrets: Who to Have on Your Panel and Top Questions to Ask

Panel interviews can help you separate outstanding candidates from merely competent ones – or they can be a waste of everyone’s time.

The difference? Choosing wisely when deciding who to include on the panel and what questions to ask. Here’s what to consider.

Seek a cross-section of panelists.

Choose interviewers who represent different perspectives on the hiring position. For instance, the position’s direct manager and team leaders will want to know about the candidate’s experience and day-to-day work style. Potential co-workers can offer insight by asking questions about personality, cultural values and approach to work. Executives can focus on “big picture” fit and help ensure the candidate understands the overall goals and values of the team.

Clarify panelists’ responsibilities before the interview.

In addition to representing the interests and perspective inherent to their positions, each panelist should understand what their role on the panel is to be. For instance, it’s important to designate a panel chair who can ensure the process stays on track, communicate with panel members and coordinate questions.

Prepare questions before the interview.

When panelists are left to their own devices in developing interview questions, the results can be a time-wasting mish-mash. Some questions may be asked twice or even three times, while other important questions won’t get asked at all.

Avoid this problem by coordinating with panel participants before the panel interview to create and curate questions. For instance, the panel chair might take on the role of generating “general-interest” questions, while the other members each focus on questions that are specific to their role in the organization or their prospective relationship to the candidate, if the candidate is hired.

Have the panel chair or another panel member review the questions before the interviews. The reviewer may wish to arrange the order the questions will be asked, recommend that panelists “play off” one another if they have similar questions, or may spot ways to combine certain questions to streamline the interview itself.

At FootBridge Energy Services, our recruiters focus on connecting our oil and gas industry clients with some of the best talent available. Contact us today to learn more.