Research Idle time at work is costing U.S. businesses up to $100 billion a year

Research Idle time at work is costing U.S. businesses up to $100 billion a yearResearch Idle time at work is costing U.S. businesses up to $100 billion a yearWhen managers and employees decide to keep themselves busy for the sake of appearance, its elend just wasting a companys time, its wasting their money too.A new study from Harvard Business School has calculated that idle time can cost employers an estimated $100 billion in wages per year. And its likely your workplace is one of them. Researchers Teresa Amabile andAndrew Brodsky took a nationally representative sample of U.S. workers across 29 occupations - including lawyers, managers, and people in the armed services - and found that 78% of employees reported experiencing some kind of idle time.Research Employees dont have enough to doThe eye-popping number shows us that many companies could be leaving money on the table when they fail to make sure their workers are able to make the most out of their workday. Idle timewas defi ned as a phenomenon where employees do not have enough work to fill their time and are left with hours of meaningless idle time each week, as opposed toa voluntary behavior like laziness or procrastination.In some cases, its not the fault of the employees that they are twiddling their thumbs. The fault lies with organizational inefficiencies like having employees be available just in case they are needed, researchers found. These poorly designed workdays do not use employees to their best capacity.When workers lollygag, theres a deadtime effectEmployees are savvy to managers poor scheduling, and will adjust their productivity accordingly when they knew there was going to be idle time in their workday. The study found that when workers anticipated idle time following a task, their work pace would decline and their task completion time increased. The researchers called this a deadtime effect.The researchers theorize that the deadtime effect can infect every part of your day. If worker s were to face an undesirable subsequent task, such as making cold calls or dealing with a customer complaint, they might slow down on a current task to postpone or reduce the amount of time available for the undesirable task, the study states. It is possible that if an employees planned after-work activities are perceived as undesirable (e.g., paying bills or house cleaning), that employee may work very slowly during the day and extend their work well beyond normal work hours.To combat the deadtime effect, researchers gave participants a carrot to finish more quickly and told participants in one experiment that they could surf the internet if they finished a task early. Those finished more quickly without making more mistakes.Being busy at work is not the saatkorn as doing workWe know that theres an expectation of busyness at work. No one wants to be seen as lazy. Thats the perception the researchers want us to challenge If organizations were to openly acknowledge and sanction idle time as an unavoidable part of the work, for which employees would not be evaluated negatively, then the stigma associated with being idle could be reduced, they concluded.The findings should serve as a warning to managers that how you pace your assignments can be just as important to your bottom-line as what you assign your subordinates.Managers should evaluate employees based on outcomes rather than hours spent working or seeming to work, Brodsky advised.

Tips for Choosing the Best Job References

Tips for Choosing the Best Job ReferencesTips for Choosing the Best Job ReferencesHow do you choose who to put down as a reference? Its an important choice youll have to make when youre putting together your job application. One wrong word from a less-than-enthusiastic reference can quickly knock you off an employers list of candidates. On the other hand, a strong endorsement from the right reference can convince an employer that you have the right skills and experience to excel in the job. References are such a powerful tool because you can promote yourself all you want in a cover letter, resume or portfolio, but you have less autonomy over your references. Whereas you cant control what your references say about you, you can control who you select as a reference. And, its a crucial choice to make, with serious consequences to your job search. Here are thirteen tips for choosing the best references to use in a job application. 1. Ask Your Manager or a Past Boss, but Be Careful In an ideal world, a direct manager or supervisor would act as your reference and would be willing to discuss specific examples as to how you excelled in your role and added to value to the team, department or company while in your fleck. The absence of a supervisor in your group of references can incite questions about your performance on the job. Employers will understand if you leave off a current supervisor because you dont want to jeopardize the job you have already. In that case, you might say a reference from a current supervisor can be provided if an offer is pending. It is then more important to include a past boss. 2. When to Ask Anyone Other Than Your Manager If you had any issues with your manager or supervisor, you shouldnt include them. Issues means anything serious, that is. Everyone makes little mistakes sometimes, but if there were any instances during your previous job in which you were disciplined or given a warning- anything that you wouldnt want a new employer to hear about- then you shouldnt ask anyone involved in that situation, managers or coworkers, to act as a reference. 3. Ask a Colleague or Coworker References dont necessarily have to be someone you worked under. You can also ask co-workers who you have a good relationship with to act as one of your references. You could also use a friend as a reference if they can attest to your qualifications for the job. 4. Get Several References Try to gather a group of multiple befhigung references, more than you think youd need for one job. Employers will rarely ask for more than three references, but having a larger pool will allow you to choose references strategically based on the different requirements of each job. 5. Get Both Networking and Job References Distinguish between references for job applications and references for networking purposes.Networking references dont need to have the same insight into you as a productive individual to make some introductions or ask their employer to take a careful look at your application.However, you should meet face to face with networking references and show them your resume so they can speak first-hand about your personal and communication skills if making a referral. 6. Know What Your References Will Say About You Always choose references who have agreed to provide positive recommendations.The last thing you need when job searching is a negative reference, so be sure you are clear on how your references will endorse you. Whenever possible, ask references to compose written recommendations in advance of forwarding their name to employers, so you have a clear sense of how they will represent your background. LinkedIn recommendations provide an excellent opportunity to pre-screen your references.Try writing one for them before you ask them to submit a LinkedIn recommendation. At a minimum, make sure a reference has verbally agreed to make a positive recommendation. What to Ask You can say, Are you comfortable or in the position to make a positive or enthusiastic recommendation given your exposure to my work? 7. Make Sure Your References Can Focus on Your Best Achievements References who will take the time to prepare and deliver specific recommendations are often the most powerful.Your best references will be able to speak concretely and anecdotally about your skills, work ethic, and achievements on the job, in the classroom, or in your community. 8. Match Your Selection of References to the Requirements of the Job at Hand Ask yourself which of your references can provide the most compelling evidence that you have the assets to excel in the job youre applying for. 9. Pick and Choose Depending on the Job Think of your reference selections as a group.One reference may be able to speak to a critical strength like problem-solving while another might be able to endorse another key qualification like presentation skills.Make sure your roster of references for a particular job can c over as many of core job requirements as possible. 10. Internal References Have a High Impact on Hiring If you have any connections within the company youre applying to who you think would be able to speak to your abilities, then you should certainly ask if they would be willing to stand as one of your references. If you dont have too much of a work history with them, then you might want to supply three other references, and then ask your internal connection to informally chime in on your behalf if they believe youd be a good fit for the job. Heres how to ask for a referral for a job. 11. Remember to Update Your Reference Selections Periodically Add new supporters and move individuals off your list if they seem less than enthusiastic, or if a lot of time has passed since youve worked with them. Take the time to follow up to let your references know the status of your job search, and advise them when you get a new position. 12. Recommendations Dont Just Have to Come From Y our Paid, Professional Positions If you have any involvement in continuing education, volunteering or community work, supervisors or peers in those roles will be able to provide references, too. However, avoid using acquaintances or family friends who havent had any exposure to you in a work-related setting. 13. Recent Graduates Should Tap as Many Faculty Members as Possible as Long as You Excelled in Their Courses Faculty can provide an excellent bridge to former students who will often have fond memories of the professor and great respect for their judgment. Give to Get Giving to get works well when youre lining up employment references. Take the time to offer to provide a reference to the people who are giving you one. Even a boss can use a good recommendation from an employee. Your colleagues, clients, and coworkers will also appreciate the offer.

Basics of Management in a Era of Change and Uncertainty

Basics of Management in a Era of Change and UncertaintyBasics of Management in a Era of Change and UncertaintyOne of the reasons I enjoy teaching principles of management courses to undergraduates on occasion is to observe the students as they recognize that management as an art and science offers the power to transform organizations, industries, careers, and even the world. They come in expecting a boring slog through boring content and (many) leave with a bit of Gary Hamels perspective that management is the technology of human achievement. I have had students send me notes a few years later suggesting that this new view on the potential of management practices to make a difference helped them set a new course in their careers. This article is intended for anyone interested in gaining broader exposure to the challenges and opportunities inherent in management and managing in an era characterized by change and uncertainty. It is intended to whet your appetite for further exploration and offer links to articles to help initiate this exploration. Adolescence and the Art and Science of Management Management as a formal discipline is relatively young, taking root in the industrial revolution stretching from the late 18th century through much of the 20th century. Many of the practices of management today are rooted in the principles and approaches conceived in prior eras. Everything that has happened over the past few decades, including the emergence of the internet, the explosion of data, the exponential growth in computer processing power and advancements in telecommunications, sensors and now artificial intelligence, is demanding that we modernize management for the times. Add in the broader social and global forces that have dominated the planet for decades, including the opening of new markets around the globe, the emergence of India and China as major economies, the consistent reduction in trade barriers and now the aging global population, and you have a perfect recipe for constant change and uncertainty. Management must evolve to account for the speed of change, the volatility of market, and the demands and needs of knowledge workers on a global basis. The following articles and links offer you additional context for exploring this emerging new world and the demands it is placing on managers and leaders. Context for Todays Manager Background context for some of the major challenges of todays manager or leader are found in Developing as a Manager in an Era of UncertaintyEverything I Know About Management, I Learned Playing Video GamesThree Leadership Hacks to Accelerate Success in this Era of ChangeThe Managers Guide to Understanding Strategy Getting Started The Challenges of the Organization in this Era The organization of workers under a legal structure such as a corporation is a relatively new phenomenon in human history. Given the changes referenced above, the organization itself is being forced to change to adapt to ne w ways of getting work done including distance work, telecommuting, virtual teams and many other changes. For mora on this topic, consider 7 Characteristics of Organizations that Will Thrive in the Digital EraGiving Life to the Idea of Management Excellence Coping with the Speed of Change as a Manager Speed, agility, and adaptability are essential attributes for survival and success in this world. Along with the increased demand for speed comes increased risk. Todays managers work hard to learn to navigate and adapt without increasing the risk for their firms. Leading a Pace of Change When Your Firm is On the ClockThe Challenges of Leading Your Firm Through a Period of Rapid Growth Succeeding in a World of Projects Remember those classroom group projects you hated as a student? Welcome to a world of endless group projects, where success or failure of the organization is in part determined by the ability of employees to assemble, innovate, execute and then reform and do it al l over again on another issue. Todays manager must understand project management and be prepared to form and guide groups to high performance. Suggested reading include How to Build a High-Performance Project kollektivWhy Every Project Manager Needs a Supportive Executive SponsorWhat the Project Manager Knows About Getting Work Done Teaming and Trust-Building Beyond the work of projects, we innovate, execute and operate in a team environment. Now, more than ever, it is essential for effective managers to learn to cultivate trust with team members. Consider How to Build Trust on Your Team8 Tips for Getting Started Successfully with Your New TeamHow to Be a Great Talent Scout for Your Team Leading and Developing Leaders No one wants a manager who cannot lead or a leader who cannot manage. While academics like to separate these two roles, the distinction is meaningless. There are however unique behaviors that can be more described as leader or managing. Every manager today must understand what it means to lead and work deliberately to develop their leadership abilities. Leading at a New Level 4 Big Survival TipsThe 5 Decisions that Make or Break You as a LeaderGive Your Aspiring Leaders a Test Drive Before Offering the Promotion Cultivating a Global Perspective What happens in Bangalore or Beijing impacts your firm situation in Anyplace, U.S.A. Today, effective managers strive to cultivate a perspective that crosses boundaries and cultures in pursuit of new customers, partners, and approaches. Advice for Developing as a Global ManagerTools for Developing as a Global Manager Learning and Managing Go Hand-in-Hand If you are not learning you are moving backward at the speed of change. Constant experimentation and the resultant learning are essential for survival and success. Content to help you fuel your own learning activities includes How to Succeed with Your Executive CoachHow to Get the Most Out of Leadership TrainingNeuroscience, Your Mood, and Team PerformanceHow to Assess and Leverage Your Firms Culture to Succeed as a ManagerHow to Prepare for Your First Strategy Meeting The Bottom Line While there are many additional topics to explore, including decision-making, communication, coaching and feedback, the aforementioned themes offer a great starting point for cultivating context on the issues of managing in todays world of change. For those who choose to embrace the opportunities and challenges of our era of change and uncertainty and who dedicate themselves to innovating as managers and leaders, this is indeed the best of times. You might just help the field of management grow up along the way.