Improving staff efficiency in any industry. Reasons for the low efficiency of Russian companies

Crisis events in the economy give impetus to increasing the effectiveness and efficiency of business to improve the efficiency of the enterprise. Today there are no fewer players in the market, but the money has decreased. At the same time, competition is also becoming tougher, which means that victory will go to those who manage their enterprise or organization more effectively. Here are six ways to improve your work efficiency.

We select a team

For high efficiency, a company needs a well-coordinated group of people. A cohesive team will be much better able to fulfill company goals and meet performance criteria. Strengthening the staff will be helped by advanced training, positive motivation of workers, the possibility of interchangeability of employees and the presence of a certain personnel reserve.

We improve and modernize

This method is quite common; it involves upgrading both software (hereinafter referred to as software) and updating equipment, which will provide greater performance. It is also common to install special corporate software, which makes it possible to create a closer connection between staff and automate some of the enterprise’s processes. The introduction of automation has shown a very good increase in the efficiency of an organization or enterprise.

As for updating equipment, it needs to be carried out constantly. Just remember that this is a rather expensive process and therefore requires high cash injections, and it will take several years to pay off. In such a delicate matter, you need to carefully calculate everything.

We reduce costs

An assessment of the efficiency of an enterprise is given based on its increased profit. To increase this estimate, there are a huge number of ways, ranging from purchasing at low prices to reducing the organization’s personnel. But let’s not forget that we opened our business to earn money, and not to search for cheap materials, job cuts will only help for a short period of time, in the long term, with this approach, the enterprise will disappear. Costs, of course, must be controlled, but this method of increasing the efficiency of an enterprise is rather leisurely, and if we take into account the current state of affairs, it is downright dangerous.

We are adjusting the management system

This method does not involve completely developing your own system based on your own experience, but improving an already created system at other enterprises. At the moment, there are six most popular systems: Lean, TPS, Quality Management System (QMS), 6 Sigma and Theory of Constraints of Systems.

Adjustment of the management system is characterized by high complexity of implementation, and, at the same time, increased performance indicators of your enterprise. The professionalism of the head of an organization or enterprise is determined, first of all, by the ability to be skeptical and evaluate his own business management system.

With a change in the owner of an enterprise or a replacement of a team of top managers, the system usually changes. The new manager replaces managers because he does not expect them to make changes to his enterprise management system and it is easier for him to hire new people who are not related to the previous owner. There are also known opposite cases when frequent replacements staff never improve their efficiency.

Let's move our brains

Another way to call it is “Do something.” In the methods mentioned above, this, in one form or another, is used. This method works like this: the owner gathers his deputies and does not let them go until they “figure out” how to increase the efficiency of the company. Most often, after such a “brainstorming”, the organizational structure enterprises: reshuffling department heads, merging or vice versa, dismembering services and other similar events that are designed to increase the speed of decision-making. The result is the methods outlined above - purchasing at low prices, dismissing employees, modernizing and changing the management system, which, by the way, can save your enterprise from closure.

Using the Theory of Constraints

The theory is to find the element limiting your enterprise. If you have realized the main problem of your organization, for example, software with a minimum of functions, then you need to purchase and install new, more functional software with retraining of the personnel who will use it. This is a simple example. Most often, during brainstorming, the real problems of inefficiency are simply not visible under the rubbish of other, less important ones. The best solutions To find the company's main problem, TOC tools are used: the logical tree of current reality or the “Thundercloud”.

Conclusion

In the modern situation, the state spends quite a lot of effort on developing and maintaining entrepreneurship. But managers of organizations and enterprises should also worry about increasing the efficiency of their business. I hope this article helped in increasing the efficiency of your enterprise.

Currently, many employers stop believing in Soviet-era fairy tales about the need to carry out educational work to improve labor efficiency, realizing that it is difficult to achieve any significant results from an employee without offering anything in return. Most employees fail to understand that they owe something to the company they work for, and even the loud name of the company does not always encourage them to work productively.

An experienced manager realizes that it is possible to achieve increased staff productivity only by taking into account the following conditions:

1. The desire to improve work performance must be mutual, based on the desire of the employer and employee. The latter needs to understand that he will receive something in return, and the return from the productive implementation of his job responsibilities will improve his financial situation or social status. The company's benefit is ensured by increasing the efficiency of its personnel, and, as a consequence, increasing the profit and profitability of the entire enterprise due to increased labor productivity.

2. Any employee, be it a loader or a line manager, is essentially a simple person with his own selfish needs. In most cases, he does not care about the economic indicators of the enterprise, the financial situation, and what he could do that is useful for the well-being of the company. Each person pursues, first of all, his individual, “selfish” interests.

3. In order to increase work efficiency, in addition to mutual benefit, an initiative coming from the company’s management is necessary, giving the employee the opportunity to feel stability. An employee must really feel the enterprise’s interest in him, understanding that by increasing his productivity, in the long term he can ensure not only a stable financial position, but also career growth.

So, taking into account all the conditions, the manager faces many questions:

What's next? Where to begin? How to evaluate staff effectiveness? How to identify those employees who really bring tangible profits to the organization and are necessary for the company? What is the criterion that allows you to evaluate the usefulness of an employee for the company? How to improve staff performance?

To understand the professional level of employees working in a company, first of all, it is necessary to assess the degree of their theoretical and practical training necessary to effectively perform their professional duties.

Both in Russian and world practice, there are several methods for assessing the effectiveness of each employee depending on his productivity, i.e. the ability to create the highest quality product necessary for the enterprise. The main methods used in practice include:

1. Certification

2. Testing

3. Management By Objectives

4. Performance Management

1. Certification

Certification is a way of assessing professional knowledge and skills. A special feature of certification as a method of personnel assessment is that a professional assessment of the employee’s abilities is given by a commission consisting of specialists from different fields. During the certification, the theoretical training, basic skills and abilities of an enterprise employee corresponding to his qualifications are determined. Therefore, for a talented and hardworking person, certification is a way to prove himself.

Certification can only take place on the basis of an order from the head of the enterprise, and all conclusions of the certification commission are documented. At the same time, the employee has the right to familiarize himself with the conclusions of the certification commission. This may be an additional incentive to develop and improve the level of their knowledge and professional skills.

Certification is perhaps the only way to assess the effectiveness of personnel, which is mentioned in the labor legislation of the Russian Federation. Unsatisfactory results of the certification check allow the head of the enterprise to terminate employment contract with an employee.

2. Testing

Testing is one of the most objective methods of personnel assessment, especially when applying for a job, when it is necessary to identify the majority of skills that are useful and sometimes necessary for the relevant position.

There are several testing methods that are most widely used in practice:

Biographical method;

Questionnaire method;

Observation method;

Interview;

Business game method

Competency interview

Assessment center

Biographical method

It is the most formal and subjective method, because involves assessing biographical data using available official information. This method is used mainly when hiring employees.

Questionnaire

The most popular way to assess professional knowledge, psychological profile and qualifications of an employee. There are two main types of testing using the questionnaire method: qualification and psychological.

Qualification testing

In order to determine the professional abilities of a specialist, it is necessary to develop criteria or reference requirements for the qualifications of the position for which the corresponding employee is applying or is already working. To most fully reflect the necessary skills, to develop test tasks The most experienced specialists in the relevant fields are attracted.

The most objective and impartial assessment of the results of such testing is a computer comparison of test results with reference values.

Psychological testing

Psychological tests are designed primarily to determine psychological portrait the subject and identifying his potential capabilities. This is especially true when working in a large team with serious psychological and physical stress.

Thus, the main tasks of psychological testing are to determine the employee’s stress resistance, identify hidden capabilities, search for employees prone to burnout syndrome, and weed out “unnecessary” personnel.

Observational testing

This method is widely used in large technology companies. Its essence lies in monitoring employees through technical devices. Although the method objectively allows one to evaluate professional competencies, performance, and communication skills, its big drawback is subjectivity, because the assessment depends on the opinions of observers, which does not always objectively reflect the real state of affairs.

Interview

This method is most often used when hiring an employee. At this stage, its strengths and weak sides, communication abilities and professional skills are analyzed. But regular use of interviews during work will help avoid conflicts in the team, identify specialists who are dissatisfied with their work and who are able to perform professional duties better and more efficiently in another workplace.

The disadvantage of this method is also subjectivity. The conclusion is based on the opinion of only one, rarely two people.

Business game method

The method is based on conducting a business game and allows the company's management to select from among the employees the most active, proactive, thinking specialists who can be included in the reserve for consideration for higher positions, where they are able to reveal all their capabilities.

Competency interview

A competency-based interview is a combination of an interview and a business game method. The basis of the method is to identify skills - competencies that are required for a specific position (management, marketing, finance, etc.). The interview can take place in the form of a business game.

Assessment center

An assessment center is a set of testing methods that allow you to comprehensively assess the abilities of staff by combining a business game, questionnaires and psychological testing.

Before holding an AC, the personnel service of the enterprise draws up a plan for the event. Most often, AC is carried out in the form of a business game with an assessment of the competence and effectiveness of employees participating in the program. During the event, there may be psychological tests and tests aimed at identifying professional skills (competencies).

Disadvantage this method is its high cost, small staff coverage and its distraction from the production process.

I would like to note that assessing the effectiveness of personnel using testing methods, although it helps to determine the professional qualities of an enterprise’s employees, is often auxiliary and is used mainly during hiring, in order to give a preliminary assessment of professional skills and psychological and physiological portrait employee.

3. Management By Objectives

Management Buy Objectives or Management by Objectives is one of the most objective ways to show how effective an employee is in his workplace.

Assessing the effectiveness of a specialist based on the completion of assigned tasks assumes that the manager at the beginning of the period (regardless of whether it is a week or a month) formulates 3-5 clearly understandable, achievable tasks for the subordinate. It is mandatory to agree with the subordinate on the digital indicators of the plans and discuss possible strategies and tactics for achieving the goals.

An important task of MBO is to create a motivation system in which wages will largely (no less than 40%) depend on how well the employee copes with the assigned tasks.

Efficiency assessment using the MBO method

Assessment is carried out in two ways:

1. Payment of fixed amounts for achieving each of the performance indicators. The percentage of overfulfillment, in this case, does not matter; underfulfillment of the indicator reduces the bonus in proportion to the underfulfillment of the plan. This sets minimum indicator underfulfillment (most often this is 80-85%).

2. For a more clear understanding by the employee of addiction wages from the implementation of assigned tasks, as well as to assess the effectiveness of achieving planned indicators, an MBO matrix is ​​formed indicating tasks and digital indicators (see table 1.). In this case, we obtain the average employee efficiency coefficient.

Table 1. MBO Matrix

Sales Manager: Ivanov Ivan Ivanovich

Fixed part of wages (salary): 15,000 rubles

Basic premium: 15,000 rubles

The bonus portion is calculated using the formula:

PR = (PB*UV1*PV1)+(PB*UV2*PV2)+(PB*UV3*PV3)+(PB*UV4*PV4)

where PB is the basic bonus, УВ1,2… - specific gravity indicator in the total bonus, PV1,2... - actual percentage of indicator fulfillment.

In this case, the accrued salary is:

ZP= OC+PR

where OCH is the constant part (salary).

The main performance indicators for a manager are the percentage of completion of each task, as well as the overall performance indicator, calculated using the formula:

PE=∑ UV*(PV/100)

Table 2 shows the employee’s assessment depending on the completion of assigned tasks and recommendations for the effective use of his skills in the future.

Based on the foregoing, we can conclude that the MBO system is, as a way of assessing personnel, allowing one to identify not only the strong and weak professional skills of an employee, but also has an effective motivating effect, stimulating them to increase efficiency and fulfill the tasks set by management.

4. Performance Management

Performance Management (PM) or Performance Management is another objective personnel assessment system based on the setting and monitoring of task performance indicators, which is considered an improved form of the MBO system, allowing management to more fully assess the employee’s competencies, and the latter to be more motivated to obtain the final result .

In the PM system, an employee is assessed not only by key performance indicators (KPIs), but also by the level of his competence. The advantage of this technique is that it is aimed both at increasing work productivity and stimulating the development of professional skills needed in work. In addition, it allows you to evaluate the effectiveness of personnel in certain positions.

The main stages of Performance Management are:

Development of performance standards and KPIs (key performance indicators);

Setting goals based on KPIs;

Assessing KPI implementation;

Assessment and modeling of competencies.

The process of introducing a PM system begins with the development by the management of the enterprise of key performance indicators (KPI), which are formed in accordance with the professional requirements for each position in the enterprise. All KPIs are divided into individual ones, depending only on the work specific person and collective or team ones, which are closely related to the work of the entire unit.

The performance indicators of a division are most often the level of shipment (return of money) and profit, from which the bonus fund is formed.

Based on the developed KPIs, performance standards are determined for each employee, which are based on his ability to fulfill the requirements placed on him by the management of the enterprise. An important aspect in the process of planning digital KPI indicators is the direct participation of the employee who will have to carry them out.

Efficiency assessment using the Performance Management system

Analysis of KPI implementation is carried out based on the completed matrix, consisting of personal results and department results (Table 3)

Table 3 KPI Matrix. Personal results.

Evaluation of matrix indicators:

Bec KPI - coefficient of importance of indicators. Depending on the priority of tasks, the digital expression is 0-1, while the sum of all indicators should not exceed 1.

Base - the minimum possible digital expression of KPI.

Norm - average digital expression of KPI

Target - above-plan level (if in fact the Goal is exceeded by more than 50%, then there are errors in planning).

Partial result - a relative indicator indicating the effectiveness of each KPI, calculated using the formula:

Partial result (%) = (Fact-Base)/(Norm-Base) X100%

Fig.1 Evaluation of performance indicators

After assessing each key performance indicator (Table 2, Fig. 1), it is necessary to derive the overall performance of the employee (rating), calculating it using the formula:

Overall result (%)= ∑ Partial result (%) x Weights

Figure 2 shows the levels of performance assessment according to the Performance Management system based on KPIs.

Fig.2. Levels of performance evaluation (rating)

The Performance Management system is not only an objective way of assessing the competence of personnel, but also an effective motivating factor that allows the employee to participate in planning and strive to complete assigned tasks.

Personnel efficiency matrix based on MBO and PM.

To determine the effectiveness of employees, all personnel of the enterprise are ranked into groups (Table 4).

Table 4. Ranking of enterprise personnel by groups

Based on objective indicators, it is possible to create a matrix that determines the efficiency of using personnel, depending on the abilities and development prospects of each employee of the enterprise (Table 5).

Table 5. Cost-effectiveness of personnel.

Thus, personnel assessment methods based on objective digital indicators are important indicators of the effectiveness of use labor resources enterprises. Based on the results of assessing labor productivity, it is possible not only to identify talented and capable employees and to weed out lazy individuals who do not want to work, but also to increase the efficiency of employees, using both tangible and intangible levers.

Personnel assessment and identification of the most capable and professional specialists is one of the main tasks of the enterprise manager. Other important problem- this is an increase in staff loyalty to the organization in which they work, allowing not only to retain valuable personnel, but also to ensure increased labor efficiency.

As noted above, the main incentive is, of course, the level of wages. By creating a fair, transparent, and understandable system of material incentives for employees, the employer encourages increased productivity.

A specialist should not just receive a high salary, but earn it based on plans, in the preparation of which he himself takes part.

Despite the importance of monetary motivation, it is necessary to remember about intangible ways of influencing productivity. Employees should see the company’s concern for them, which increases their loyalty and, as a result, work efficiency.

To increase the efficiency of staff use, it is necessary, first of all, to provide comfortable working conditions. Sufficient personal space, comfortable office furniture, opportunity to communicate, lack of large quantities unnecessary rituals during the working day, overtime, unjustified fines will allow the employee to feel comfortable and feel like a full member of the work team.

An important aspect of increasing employee loyalty to the company is management taking care of them. Providing training opportunities is a strong motivating factor for a large part of the enterprise team. Obtaining additional knowledge and skills at the expense of the company and, as a result, higher-paid work at the “home” enterprise is one of the most powerful incentives for staff to work effectively.

As the main methods of organizing training, large companies use the practice of organizing a corporate university, where they invite both full-time specialists and teachers on a contract basis. Smaller enterprises practice an in-house training system or pay for training in outsourcing companies.

To summarize the above, we note that the effectiveness of personnel depends on several factors:

How professionally the personnel of the enterprise is selected, whether people are placed correctly, whether they correspond to the positions they occupy;

How loyal are employees to their company?

How much does the company care about its employees and the consistency of its staff? Most employees will strive to improve the efficiency of their work if they are confident that the company’s management respects people and values ​​their work, health and time

Hello! In this article we will talk about personal effectiveness.

Today you will learn:

• What is personal effectiveness;
• What does it affect?
• How to be truly effective.

What is personal effectiveness

Let's start with the theoretical part. The very concept of personal effectiveness for ordinary person understandable, but somewhat blurry. Due to the fact that there is no clear definition, problems arise in the methodology, and in general in the field of application. Let's try to define a person's personal effectiveness.

Personal effectiveness – a person’s ability to perform certain tasks as quickly and efficiently as possible.

Based on this definition, it is already possible to identify the main problems that a person faces when performing certain everyday tasks:

• Switching attention;
• Not working at full capacity.

That is, we can say that personal effectiveness implies a clear concentration on completing a specific task at maximum level. Today, psychologists are increasingly giving priority to issues of personal effectiveness. In a world full of information, it is quite difficult not to drown in such a flow and filter out what you need.

Why is it important to evaluate and improve personal effectiveness?

The effectiveness of one specific person can influence not only the performance of one specific task at work or school, but also the overall pursuit of certain human goals.

Based on personal effectiveness, we can judge not only how quickly you complete the task assigned by your employer, but also how quickly you can climb the career ladder, receive and use new information, and achieve your goals.

Personal effectiveness is responsible for an important parameter – performance. A person with little effectiveness will endlessly trail behind while more successful ones use their potential to complete their tasks. In order to better understand the very meaning of using personal effectiveness, you need to raise the topic of talent and using your potential.

It is a well-known fact that success consists of hard work and talent. Moreover, people put forward different proportions, from 10% talent and 90% labor, to 50/50.

Personal efficiency is an analogue of work using your talent. That is, you use your resources to achieve your goal as quickly as possible, using the minimum possible amount of effort.

This does not mean that the task will be performed poorly; on the contrary, the more efficient a person is, the more efficiently he will complete the work in a short time.

Accordingly, increasing personal efficiency will inevitably lead to the fact that a person will spend much less time on everyday activities.

Example: The employee is entrusted with the task of analyzing competitors in his company's industry. Based on this report, he will need to make his analysis, assess the company’s development prospects and, in general, give his verdict on the advisability of entering the market. An employee will cope with this task from 1 week to 1 month. And the higher its efficiency, the shorter the time it will take to complete this task.

We talk more about the timing of tasks rather than their quality, primarily based on modern realities. The problem of the current job is not to cope with the task at the level - there are almost never problems with this. The main problem is .

Everyone has noticed this phenomenon: for the first 20-30 minutes at work, you, with burning eyes, begin to carry out the tasks assigned to you. Then, the effectiveness drops, the eyes stop burning, and what took 5 minutes gradually takes 10, 15 and 20.

If you look at yourself from the outside at this time, you can notice endless distractions, weakening concentration, switching from one task to another and other truly ineffective things. And this phenomenon is observed everywhere, not only at work, but also at school, when conducting, training, reading, etc.

It is in order to reduce the time it takes to complete one task, thereby increasing your productivity, that you need to train personal efficiency.

Who is recommended to increase personal effectiveness first?

Absolutely every person needs to train personal effectiveness, but some professions require a special approach to this. Let's figure out who needs to take care of themselves first and foremost.

Freelancers. Let's start with them. This is a special category of workers who perform various tasks. This could be the creation of programs, design, accounting, etc.

This category of people is most susceptible to information attack due to constant contact with information. If at work in the office social networks, news sites and other ways to kill time and distract from work are blocked or monitored, then when working from home there are no such restrictions.

Often, in order to complete a task that would take a maximum of 15 minutes, the average freelancer spends more than an hour. It is in order to cope with work faster, increase earnings, the number of clients, and at the same time free up time for more interesting things - freelancers need to constantly improve their personal effectiveness.

Businessmen. This category will include everyone who has any kind, as well as directors and top managers large companies. In the realities of the modern economy, businessmen and senior management have a very limited amount of time to solve important problems.

Moreover, they have more responsibilities than ordinary employees. It is in order to find time for everything, and leave a few more hours for life outside of work, that you need to develop your personal effectiveness.

Students. Anyone who learns something can be included in this category. Regardless of whether it is school or a two-month accounting course, using their academic potential to the full is the primary task of these people.

Get the maximum amount of useful information by filtering it from unnecessary garbage, and making it suitable for use for one’s own purposes is a task that is influenced by personal effectiveness.

When personal effectiveness is formed

A person’s personal effectiveness is a subjective factor. It begins to form in preschool age, and the peak of formation occurs at the age of 19-25, a time when people are just starting to work, using everything they received during their education.

But the whole foundation is acquired at school, when that same multitasking of students manifests itself: you need to do homework, do what you like, sit in in social networks, go out with friends, do your parents’ chores around the house, and so on. It is during this period that priorities are set.

But this does not mean that increasing personal effectiveness is impossible at a later age. It is after 23-25 ​​years that people think about how they can increase their efficiency in order to devote time to their family and leave a little for their hobbies.

That is why it is necessary to improve one’s own effectiveness as early as possible, but even at a later age one cannot say that a person will not be able to change himself and begin to be more efficient.

The basis of personal effectiveness is made up of three factors:

• Setting goals;
• Resource usage;
• Socialization.

Setting goals is the most important factor of all three. In order to work effectively, you need to understand why you are doing it. A well-set goal is the basis of the result. At the same time, it is important to set intermediate goals. The shortest time period for one goal should be 1 day.

Resource usage. Comparing personal effectiveness with the economy is a great fit here. Economics is the science of using a limited amount of resources to satisfy needs. If we draw an analogy with a person, then everyone has their own supply of resources that must be used in order to fulfill their goals.

Socialization. Also quite an important factor. He is responsible for communication and implementation of goals in society. Every day a person inevitably encounters other people, and they also influence the fulfillment of his goals, just like himself.

It is in order to train the skill of achieving goals that you need to learn to build relationships with people and make sure that they help achieve goals in one way or another.

A person who wishes to develop his personal effectiveness must move in these three directions:

• Learn to correctly set your goals;
• Try to use your resources more wisely to achieve them;
• Interact with people to implement your plans.

Methods for increasing personal effectiveness

There are a lot of methods for increasing personal effectiveness, but they all say about the same thing. We have collected for you the 10 most popular ways to increase personal efficiency, and by following at least half of them for several months, you are guaranteed to notice an increase in your performance.

Planning

One of the most important ways to increase efficiency is to plan your day wisely. This is one of the main skills that can increase your performance throughout the day.

Abraham Lincoln was a truly brilliant man who was able to achieve the most ambitious goals only through his personal effectiveness. He worked to the maximum almost always, and this distinguished him from everyone who stood in the way of achieving his goals.

Working according to your goal is the primary area that you will have to work with first. It is best to write down your goals on plain paper - this makes them more tangible. It’s best to carry a goal journal with you and look at it periodically.

But plans for the day are just the tip of the iceberg. Goals should also be set for longer periods. Also, a person should have one goal - a mission that he should align himself with. This is usually a big and ambitious goal that can take almost a lifetime to achieve.

At the same time, drawing up a competent mission is the first step to becoming effective.

It is also advisable to carry a sheet of paper with your main goals and mission with you. It will help answer the question: “Why am I doing this at the moment,” and will also provide additional motivation for work.

Prioritization

Prioritizing is an important skill to learn as soon as you learn how to set your goals. Prioritize – decide which task should be completed first and which task should be completed after. Arranging such a sequence allows you to solve the most important tasks at the beginning of the day using maximum resources, leaving less effort for unimportant ones.

Mark Twain said: “If you eat a frog at the beginning of the day, the rest of the day promises to be wonderful. After all, you have already done all the hardest things.”

That is, you need to complete one large and complex task at once, without putting it off for a long time. After this, everything else will not seem so difficult and you will be able to complete everything without much effort.

Psychologists also share a similar point of view. In a person after performing complex task there is a surge of endorphins - the hormone of joy, and as a result - an increase in the internal supply of resources. That is, after a difficult task, you will happily take on something less difficult. At the same time, the most enjoyable task should be left for the end. Striving for it will also increase your performance.

Prioritization allows you to choose the biggest and meanest frog, then the slightly smaller frog, and so on.

Concentration of attention

One of the most complex methods that allows you to accelerate personal effectiveness to the maximum.

Concentration – the ability to focus on something specific. That is, when completing a task, you are not distracted by extraneous things, completely devote yourself to the work and complete it much faster.

The problem of concentration today is one of the most pressing issues that psychologists attach importance to.

Some statistics:

• The average length of time a child concentrates on one thing is 7 minutes. For an adult, this figure can increase to 40 minutes.
• After 40 minutes of the same type of work, no matter how creative it is, a loss of concentration and a decline in performance occurs. This has a negative impact on personal effectiveness.

Today there are several methods for improving concentration, but the principle is the same: you need to periodically take breaks and, after long periods of doing the same thing, change your field of activity. One of the oldest, but effective methods maintaining concentration - the Pomodoro method.

The essence of the method is that you need to engage in one type of activity for 25 minutes and after that take a 5-minute rest. After you have done this Pomodoro cycle 4 times, you need to change the activity, even if the work was not completed. And after 1-2 cycles, return to it and finish the job.

There are many other methods that you can learn about online.

Gradually giving up gadgets at work

This follows from the previous paragraph. Mobile phones and tablets negatively affect concentration. They force a person to constantly be distracted by unnecessary information. Gadgets at work should only be used for communication.

Limiting time spent on social networks

Social networks are an ideal tool for reducing personal effectiveness. They take up a huge amount of time without bringing anything in return. In order to rationally use your personal and work time, you will need to limit yourself as much as possible in terms of social networks.

Spend as little time as possible on VKontakte or Odnoklassniki, and you will notice that you have much more opportunities to do what you really like.

Monitoring your well-being

Poor health is one of the reasons why a person cannot use his maximum potential. During illness, a person will be practically useless at work, since he will not be able to perform everyday tasks as quickly and efficiently as he did before.

Therefore, it should be remembered that sometimes it is much better to spend 1-2 days to finally recover than to work while sick for 1-2 weeks, thereby reducing your effectiveness.

It also doesn't hurt to relax well before starting work. For this excellent option May be hot bath. For lovers of oriental arts, meditation can be a real salvation. During it, the human body rests at an accelerated rate, and literally after 20 minutes of meditation, you will feel a real surge of strength.

Entering Flow State

Flow - the name of a rather interesting psychological state person, which is characterized by peak performance. In such a state, a person is able to give his maximum, or even go beyond his own limits.

In order to enter the flow, you can use internal or external stimulants. Internal stimulants include everything that concerns a person’s personal motivation. External stimulants include everything that one way or another can make a person calm down and tune in to the desired mood.

Suitable for this:

• Suitable premises;
• Hot bath;
• Meditation.

With internal stimulants, things are a little more complicated. They are individual for each person, but they are similar in one thing - they cause a positive charge of emotions, which allows you to focus on one thing for a long time. They also relate to internal motivation. Just learn about your motivational levers, and you can easily influence yourself and enter a state of flow.

Know how to rest

This is one of the most important skills that most people have lost. As they say, in most dictionaries, rest is a change in activity. Therefore, you cannot relax by simply lying on the sofa. You need to do something different that uses your other muscles and abilities.

Changing the type of activity is something that you should learn in a short time. If you work with your hands, play chess, poker, force your brain to think. If your work involves mental work, everything is done exactly the opposite - you need to rest, taxing the body physically, without giving it much time to think.

There is a common misconception that people who work a lot on the computer can relax by surfing social networks. But this is far from true. Time spent at the computer negatively affects the eye muscles, as well as the brain, which is forced to filter huge flows of information.

Stop overworking

This point relates to health, but it should be highlighted separately. Each person must clearly understand his limit - the amount of work performed, after which he will harm his body.

We know the possibilities human body are quite large, and there are often cases of going beyond one’s own limit, especially when it comes to urgent and important work. But the consequences of such cases are not positive.

In order to competently refuse overtime, you just need to experimentally find out your redistribution - that state when nothing works out anymore, work goes 2-3 times slower, and physical fatigue simply throws you out of balance. And next time, when you reach a similar amount of work, you need to slow down and put it aside for a while, after resting.

Learn to delegate authority

This applies to a greater extent to employees in management positions. Most bosses, especially old-school bosses, try to do most of the company's work alone. And that's wrong. After all, a manager who is busy at an enterprise becomes a worker, but a worker who makes a decision will not become a manager.

That is why it is better to create a clear hierarchical structure, with freedom of choice for each link - to transfer part of the powers that rest with you to the rest, lower working links. This will allow you to relieve yourself and increase the efficiency of each individual link and employee.

The personal effectiveness of a leader is what the entire company rests on. The more efficiently its management team works, the more management decisions can be made, and the better the economic situation of the enterprise will be.

This is enough simple methods, which are known to almost every person. But their implementation may require a significant amount of time. To make the most of them, you need to make these methods your habits.

Laziness and fear of change as obstacles to success

Laziness is the proverbial engine of progress. In fact, this is one of the main brakes that prevents a person from moving on. Along with it comes fear. And for the most part, it is the fear of change.

A person is afraid that in a new environment he will lose stability. And stability for most modern people is one of the main aspects of a successful life.

At the same time, if laziness is something that can and should be fought against, and every person understands this, then the fear of change is almost insurmountable alone.

A great way to combat laziness is to develop habits. successful people. One of the most important methods that you should follow in life is to watch what successful people do and bring it into your life.

Another popular excuse is age.

Let's not focus on this Special attention, we will just give a few examples of successful people who realized their ideas at a fairly advanced age:

• Suze Orman is one of the most famous American writers. She worked as a waitress until she was 30. Success came only after 40;
• Harrison Ford is a fairly famous director. Until the age of 30 he worked as a carpenter;
• JK Rowling is the author of the Harry Potter books. At 31, she was still living on welfare;
• Ray Kroc is the current owner of the McDonald's chain. Until the age of 52 he worked as a traveling salesman;
• Henry Ford - no need to explain who he is. Only at the age of 40 did he manage to launch his first automobile plant.

And there are hundreds and thousands of such examples around the world. That very figure - 30 years, after which a person becomes so difficult to climb, according to statistics remains just a number. It's never too late to start moving forward.

Of course, age makes people’s brains less pliable, information becomes more difficult to assimilate, and new skills are acquired with great difficulty. True, there is one thing. This will be typical for those who simply stopped developing after graduating from school/institute.

If a person pays attention to his life, studies new information, learns about new issues that interest him, then with 100% probability his brain will work no worse than in school until he is 50-70 years old.

It is no coincidence that we raised the issue of success. After all, the majority of readers who opened this article expect that increasing personal effectiveness will lead them to success.

And in most cases, the criteria for success are: financial well-being, good health and family. It is personal effectiveness that is responsible for a person’s path to success. The more effectively you use your internal resources, the more chances you have to be among truly successful people.

Personal effectiveness and self-education

Here we need to touch on the issue of education and self-education. Let's start with the fact that many people in their lives have thought more than once about personal effectiveness, although they called it by different words.

They read quite a lot on the Internet and bought various books on the topic of how to become rich, famous and successful. And a fairly vivid illustration of all such literature will be the work of Evgeny Gordeev - “how to make a million.” The book consists of 200 pages, 100 of which are taken up by the endless repetition of the word “work”, and the remaining 100 are lined out according to the plan. This is the most truthful book about how to become a successful and rich person.

That is, you need to understand once that there is no such magic pill that will suddenly make you successful and rich. You need to develop, and one of the main directions is to maximize your own effectiveness. From childhood, people are surrounded by useless knowledge without being taught the most important thing - how to set goals, use their own resources and achieve them. That is why the first thing you must learn if you want success is to use your own resources.

Personal effectiveness and comfort zone

The title of another book speaks about how to deal with your comfort zone – “Get Out of Your Comfort Zone. Change your life. 21 methods for increasing personal effectiveness" from Brian Tracy. In order to increase your personal effectiveness, you will need to get out of your comfort zone and into the real world as early as possible.

A person cannot achieve the maximum if he remains stagnant. Of course, your comfort zone is what makes you truly calm and even happy. At the same time, you are marking time and not achieving more.

Successful people never remained in their comfort zone, they endlessly moved forward. A striking example is the founder of the Virgin brand, Richard Branson. A person who has chosen 7 types of activities for his company and continues to expand his business.

Of course, leaving your comfort zone comes with challenges. First of all, it is the fear of failure. The second obstacle is laziness. Third, the wrong environment. All three of these factors negatively affect personal effectiveness, preventing you from using your full potential. It is in order to do your best, set ambitious goals and achieve them, you need to use methods to increase efficiency, implement them in your life and increase your performance to the maximum.

Personal effectiveness in the company

From the personal effectiveness of an individual, let's move on to an entire company or enterprise.

The effectiveness of company employees is no longer a question of psychology, but of literacy. That is why a good leader must work in several areas at once - study applied psychology (methods of influencing people) and know the basics of management. This combination will allow you to competently manage people and push them in the right direction.

The methodology for improving employee effectiveness is not very different from the personal effectiveness of an individual. At the same time, it will be necessary to build a competent system that will allow you to reward effective workers and somehow influence those who do not work to their maximum.

Motivational systems can be completely different - from monetary (which is not effective enough) to ideological (the most effective).

Let's consider two extremes: ideological motivation. You can motivate with money for successful completion of work, or for exceeding the plan. But there is a significant drawback - for some workers, money is not the main motivation, and perhaps they do not go to work because of it.

Ideological motivation is the ability to inspire your employees in such a way that they are imbued with the idea of ​​the company and independently come to the conclusion: they need to work to the maximum to help their employer achieve its goals. This is a rather complex, but interesting method that minimizes the cost of monetary rewards, but increases the efficiency of workers.

But in pure form It is almost impossible to find two such methods of motivation. Therefore, employers have to combine several approaches: giving bonuses to particularly distinguished employees, and declaring their high-profile goals at general meetings.

A small life hack for businessmen: a competent mission statement is a great way to motivate employees. The larger, more interesting and “whiter” the company’s mission is, the more employees are willing to believe in it and give it their all.

In addition to the mission, a great way to motivate staff is to lead by example. The story of top manager Lee Iacocca deserves attention in this regard. This top manager took it upon himself to pull Chrysler out of the crisis. And to show all employees that he is part of the team, he set himself a salary of $1 per annum.

These are, of course, extremes, and this method has long been popular and is already somewhat hackneyed. But the main principle is clear: if you want to inspire your people to do their best, show them how to do it.

Conclusion

Personal efficiency is a person’s ability to complete the tasks assigned to him as efficiently as possible and in a short time. Personal effectiveness is the basis of success in life, without which the average person will never be able to climb the social ladder.

The psychology of personal effectiveness in the 21st century is such that a person has to protect himself from excessive flows of useless information. That is why a decrease in personal effectiveness should be associated with distractions and the creation of incorrect goals.

Methods for increasing personal effectiveness are quite simple: they all, to one degree or another, include concentration on a specific task, prioritization, and a balance between workload and overwork.

You need to increase your personal effectiveness by developing certain habits, the acquisition of which will have a positive impact on your performance and will bring positive results both in life and in your career.

The performance indicators of employees at the enterprise are what you should pay special attention to. The performance of each employee to the maximum is the main task of management personnel.

An analysis of the activities of government and commercial organizations in the Russian Federation revealed a similar problem, one of the main reasons, which turned out to be the presence of ineffective actions in everyday work that force organizations to bear significant and mostly hidden costs, and company efficiency, is an integrative indicator; it consists of the tasks and effectiveness of individual processes that are solved in everyday life, so what are they based on.

1 The reason for the company's low efficiency. Lack or absence of professional specialists who have experience in building organizational structures. This is mainly due to the lack of practical courses, as well as education in the field of management. There is a catastrophic lack of people with management skills and practical experience. Considering that coordination and organizational work are the main functions in management, this factor is of critical importance.

The diagram of each organization can be shown on a three-level model:

The top level represents the owner;
Average level looks like management;
The bottom one is ordinary personnel.

The goals and needs of each level are different from each other. The main task of management in this structure is to organize work, where the top and Lower level are in balance.

2 Reason for the company's low efficiency, lies in the lack of a specific understanding among the owners of what exactly they want to receive as a result of the organization’s activities. Not every company has a certain idea about the product of its activities. It is for this reason that the organization’s goals are completely absent or incorrectly formulated, which makes it impossible to control and manage the company.

3 Reason for the low performance of the company- this is the lack of a planning system, which leads to low efficiency of the company as a whole. Basically, at each level of the company there are a number of plans that may not correlate with each other, and also differ from the goals of the organization. This makes it difficult to prepare reports and does not allow you to quickly assess actions and tasks that relate to the goals of the enterprise. Planning is the most important function of a manager, which is designed to ensure the required result in a timely manner.

4 The reason why low efficiency often occurs in organizations, this is the lack of a system for managing and motivating employees. In many companies, employees do not know what they are rewarded for. Staff do not notice the connection between the organization's goals and their own earnings.

5 Reason for the low efficiency of the company. Lack of tools for quick control and efficiency of performed actions. This problem is relevant for any employee, as well as the organization as a whole. As a rule, this is clearly expressed in government agencies, where the concept of efficiency is not always present, but this situation often occurs in private organizations. Do not forget that performance assessment and control are the most important functions of a manager.

6 The reason for the company's low efficiency. Lack of professional standards in companies. This problem is currently relevant for organizations in which standard procedures and processes are regularly performed. In the absence of corporate standards, an employee who takes part in a sequence of actions does not always make the necessary contribution to the progress of the organization. In the event of an employee leaving the company who was involved in the implementation this process, risks appear that can paralyze the work of the entire organization.

7 Reason for the low efficiency of the company. The lack of an adaptation system for new employees, as well as loyalty programs for employees, which reduces the efficiency of the company. When there is no personnel management function, this task falls on the management of the organization. Every leader must have an idea of ​​the unit that is loyal to him. But it is not always possible to retain and track all the information. As a result, each employee is left to his own devices, and there is no one to manage his loyalty.

8 The reason for the company's low efficiency. Misunderstanding of the purpose of marketing functions in the work of an organization:

Ineffective organizational structure of marketing, in which there are no clearly defined functions of the enterprise.
Lack of information materials about the enterprise;
Ignorance of the market share that the company occupies.
Lack of tools for managing internal and external information flows.
Lack of target groups.
Lack of understanding of the meaning of the brand and its role in the company.

All reasons for low company performance, can be grouped into 2 areas - this is a practical problem in management and a problematic situation in marketing practice, however, every company needs the correct construction of these two components.