The Monday Playbook: How to Combat ‘Fauxductivity’

» Nearly 50% of managers in a recent survey said that faking productivity is an issue for their teams.

Maximizing productivity is an important part of organizational success, so it’s natural that leaders are concerned with a trend in so-called “fauxductivity” (faking productivity). But this problem isn’t unique to non-management employees.

More managers (37%) than non-managers (32%) admitted to faking productivity. Furthermore, 38% of C-suite executives said they were guilty of “fauxductivity.” (Sources: Forbes and Workhuman)

» Winning Words

» 3 Key Plays

1. Define productivity

Leaders and those we lead need alignment when it comes to expectations around productivity. And those expectations not only should include measurable goals that define “work productivity” but clear allowances for periods of seemingly non-productive moments. Especially in a knowledge-based environment, we all need a few minutes throughout the day to just sit and think or perhaps to have a quick nerf-gun battle. Some activities don’t lead to obvious outputs in work productivity but nonetheless add value to an organization and its culture.

2. Inspire rather than demand

Goals are great. We all need to know the target, whether it’s quarterly sales volumes or number of widgets made per hour. But the why matters. When we believe in the value of our work, we are far more likely to push ourselves toward excellence and spend less time on things that don’t help us achieve our shared goals.

3. Inspire rather than demand

Uninspired leaders have uninspired followers. And leaders who fake productivity will have followers who fake productivity. It’s a truism as old as time. Show the way, with actions as well as with words, and others will help take you where you want to go.

» What actions can you take today to inspire a spirit of productivity in your work and in the work of those around you?

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