What is Really Draining Productivity?

Productivity and efficiency drives are trendy at the moment. But before you launch your next endeavour, make sure you find out what is really draining productivity within your organization.

Instead of getting caught up in the issues of engagement and remote working, organizations need to empower their leaders and teams to address the practical realities of working in a large organization. They need to enable teams to optimize the ‘Way We Work’.

The productivity gains that result typically range from 5 to 25%, but equally important are the gains in collaboration, engagement and well-being.

Scoll down or navigate using the headings below:

Is productivity what it should be?

Let’s cut to the chase: Is executive productivity what it should be? If not, why not? These are the central questions in all the pages written about topics from ‘performance theatre’ to ‘quiet quitting’. Take a moment to reflect on how you would answer these questions for your business, program or team.

With growing paranoia around performance, many managers would answer the first question with a ‘no, productivity is not what it should be’. This naturally leads us to the second question: ‘Why not?’

If not, what is hindering productivity?

What is hindering productivity? Is it that people are unwilling or unable to do their work – i.e., disengaged? Is it because of remote working – that people slack off, are less connected, or efficient when they are not in the office? That is another form of disengagement. This is a topic that has dominated the headlines, but is it enough to fully explain what is hindering productivity?   

‘Performance is suffering due to a lack of engagement’. That has been the dominant narrative over the past year. Some surveys even suggest that more than half the workforce is ‘quiet quitting’¹. All this makes for exciting headlines, but it doesn’t quite stack up for leaders in the real world. At best, it is too simplistic; at worst, it’s just plain wrong!

What is the reality on the ground?

In reality, few teams would say they are operating at 80% or 90% productivity or efficiency. Indeed, our data puts the figure at between 65% and 75% in most organizations. So, there are valid grounds for suggesting a significant ‘productivity problem’ (or opportunity) in the workplace. However, it is not the one most pundits are talking about.

So, you may be right to be paranoid about performance, but not for the reasons you may think! It is too simplistic to say it is an ‘engagement crisis’, or a battle between returning to the office and working from home. For many executives, the reality on the ground is much more complex.

When you ask executives why they are not operating at 90 or 100% productivity or efficiency you will hear an entirely different set of reasons. It is not due to a lack of skill, motivation or engagement, and it is not that they don’t want to be productive or efficient. Rather, it is because so many things get in the way of them doing their work.

The factors that executives say are holding them back from peak performance or productivity concern the daily realities of working (or ways of working) within a large organization. That includes the give and take of teamwork, the diversity of priorities, the challenges of dealing with bureaucracy, juggling a growing workload, and so on.

Inefficiencies bound and the larger organizations the greater the inefficiencies. But the source is not what you would expect. It is not lazy or disengaged employees.

What is really draining productivity?

Our research and data (gathered from thousands of teams) point to 10 factors draining productivity and efficiency. The model shows the ten factors that drain productivity in a large organization.

Everyday right across your organisation productivity efficiency talent and ideas are being drained by these organizational factors. These factors don’t just drain productivity, but efficiency talent, ideas, energy and engagement.

A lot of productivity (ideas, talent and energy) goes down the drain. This is surprisingly true in most organizations. That is not a negative news story. However, instead, it’s the opposite. If tackled, these factors can significantly boost productivity (typically 5-25%), benefiting not just the organization but its people too (reducing their frustration, making their work more rewarding, improving their well-being and so on).

What does this analysis reveal?

Despite their importance these 10 factors are often overlooked by managers in their quest to drive engagement or to boost productivity and efficiency. The message is if you’re looking to tackle waste, start here.

The 10 factors that drain executive productivity are almost universal – there are few organizations or teams that don’t have at least 6 of the 10 factors.

The loss of productivity or efficiency is not because the individual is lacking in skill motivation in or commitment. The most engaged person in the world will come up against these factors. They are systemic – they are part and parcel of working in a large organization (and many smaller ones too).

Tackling the 10 factors that drain productivity presents the opportunity for a real win-win, benefiting not just the organization and its shareholders but it’s people too. It’s about enabling people:

• To do their best work
• To bring out the best in each other
• To learn develop and grow through that work
• To balance all that with healthy and full life for the benefit of themselves their families and their communities.

Want to delve deeper?

You can navigate through the first 5 factors that drain productivity by using the slider below. For each factor there is an explanation and some metrics relating to the potential impact.

Explore the final 5 factors that drain productivity by using the next slider (below). As you review the factors which one(s) represent the greatest opportunity or challenge for your project or team?

Explore the final 5 factors that drain productivity by using the next slider (below). As you review the factors, which one(s) represent the greatest opportunity or challenge for your project or team?

From reviewing the details behind the factors (using the slides above) you may be surprised at the level of waste or inefficiency involved. Some of the data points shown (data gathered by Pitstop Analytics^TM) include:

• Executives are 43% of their time doing low value or non-value adding work
• Executives spend 70% of the working week on internal collaboration, 50% of which they say adds ‘little or no value’.

Based on numbers such as these, it is easy to see that the payback can be is significant—for a typical organization it ranges from 5 to 25%.

This is something that should be driven by numbers – something that our clients use Pitstop Analytics^TM for.

What does this analysis reveal?

On the surface at least, the factors that are draining executive productivity have little to do with remote or hybrid working. They appear to have little to do with engagement either. These factors are ‘timeless classics’ that existed before the pandemic and will exist long after the pandemic is but a memory. Moreover, they impact on people whether they are working from home or the office.

As the above list shows – the ‘work’ isn’t just ‘the work’! It is also all the other stuff that goes with it – the meetings, the reports, the internal processes and so on. This ‘other stuff’ can account for up to two thirds of the working week². Let’s be clear this ‘work about work’ is vitally important, it is just that it has expanded so much and isn’t necessarily efficient.

How to ‘plug the productivity drain’?

Most of the 10 factors are immediately within the control of leaders and their teams. A notable exception is cumbersome processes, internal bureaucracy and the level of noise and interference (e.g. internal politics). However, teams can often find creative work-arounds in these areas too. Regardless, a team can always control how it reacts or responds to any of the factors in its work environment.

Teams may say they have a high level of autonomy (72%) over how their work gets done, yet them seem reluctant to leverage it. People (or to be more precise teams) need to be empowered to tackle these factors and adapt the Way We Work together. Although at first they may be weary and skeptical that these factors can really be changed. There is very little that one person can do about these factors, it requires collective effort. It is the work of a team.

It those closest to the work that must make the changes. Those at the top of top are often too far removed from the daily realities of the work to know what is required.

There is no magic bullet, however.  The solutions to these challenges are adaptive as well as technical. In other words, new tools or strategies wouldn’t, of themselves, be enough. Old habits die hard and a change of mindset or behavior is likely to be required.