Some Ways to Keep Your Employees Motivated and Focused Previous item A Look at 2018’s Top... Next item Some Practical Tips for...

Some Ways to Keep Your Employees Motivated and Focused

These tips will help you get your employees focused on work rather than their smartphones

The smartphone is indeed a revolutionary device. It changed the entire course of mobile telephony and now it is considered ‘essential’ for everyone. Certainly this technological feat deserves great admiration owing to the impressive features it possesses. However, this marvelous device has some drawbacks as well, so it can be stated that it is both the best and the worst device at the same time.

True, that smartphone provides quick access to the Internet, along with a variety of different apps that make life easier. It is much easier to stay informed of the local as well as international events by constant connectivity to the Internet. However, it cannot be denied that smartphones also have some really negative effects on the productivity.

According to a survey conducted by Career Builder that comprised of more than 3000 employees in various organizations, 82 percent stated that they keep their smartphone within their eyeshot during working. Indeed, due to that nearness, around 55 percent of the participants said that texting and smartphones are their biggest distraction while working.

The influence of technology and specifically, mobile phones in our society and daily lives, has reached to such an extent that we cannot simply discard it away. Many companies now use mobile apps to perform their daily tasks. It means that companies cannot simply put a ban on smartphones in the work place. What can be done instead is to teach the employees to be more accountable in terms of cell phone usage. This article provides some great ways that will help you keep your employees motivated and focused.

Read the complete article to learn how to help your employees focus on work!

Emphasize accountability in the hiring process.

The key to helping employees resist the temptation their phone presents is accountability. A manager can’t — and shouldn’t — be hovering over them all the time to make sure they’re working on what they’re supposed to be working on. Employees simply need to judge what an appropriate time to check their phones is, and what isn’t.

To help them form that judgment, build accountability into the company culture through the hiring process. Screen job-seekers for characteristics that show they can keep their smartphone usage in check. For example, during the interview process, ask candidates how they manage their time. Questions about how they prioritize tasks and how long it takes them to complete certain tasks will show if they can stay focused or easily veer off track.

Also, rethink the traditional “biggest weakness” question. The answer to that can provide a lot of information, but one thing people forget to consider is what it says about accountability. A potential employee who owns up to his or her weaknesses or flaws and shows a conscious effort to overcome them is likely to be more disciplined.

Tie accountability into your quality of hiring metrics and over time you’ll find easier to recognize candidates who are better at staying productive.


Provide feedback on work priorities.

Sometimes, employees turn to their phones because they’re not sure what else to do. Maybe they’re stuck on a problem or unsure where to start with their task list, so they get distracted by whatever notification just popped up on their phone.

Give employees more direction by helping those set goals for themselves. A 2015 Gallup survey of 27 million employees found that of the employees who felt strongly that their managers helped them set work priorities, 66 percent were engaged.

Be specific about your workplace objectives. Setting a deadline for a large project is not enough. Break down big goals into small achievable steps. That way, instead of feeling overwhelmed by where to begin, employees can stay motivated and focused on the work they do.

Author: Andre Lavoie

Link to the original article: