Looking for ways to improve your and your team’s productivity? Discover the 14 ways to do so by listening in to today’s episode as Rob talks you through his techniques on maximising productivity levels from everyone. Learn how to identify your key result areas and why these are vital to the growth and delivery of your role, why giving projects to people rather than tasks can increase their productivity levels and why offering rewards to your team can help maximize their output.   KEY TAKEAWAYS Know what your main key result areas are. A key result area is an area which is vital to the growth and delivery of your role. You should have between 3 and 7 key result areas. They are non-negotiable deliverables that ensure that you either fulfil or grow your role. You should know your key result areas as well as knowing your staff members.   Each team member needs an MSOP ( minimum standard of performance) which is linked to their key result areas, job description and income-generating tasks. They are the metrics that they have to do in order to keep their job, they are a minimum standard of performance. If people are unable to reach these goals, then they will their performance managed and could potentially be let go.   Give projects to people, not just tasks. Nobody wants to feel like they are just there for a menial role. We are all equal but do different things. If you give people projects to own they will really put their heart and soul into it. People are likely to step up and enjoy their role more if they have something to call their own than if you constantly give them menial and repetitive tasks to complete.   Have KPI’s (Key performance indicators) in place for team members. KPI’s are metrics and the feedback that you are growing or decaying in the right or wrong direction. You cannot master what you do not measure.   Progression, recognition and autonomy are proven to be three of the most important areas in hiring people. Reward your staff either financially or through benefit schemes. Essentially, human beings do like rewards and if there are no rewards in place for the jobs that we do then we are only really being managed.   Remove bottlenecks and ensure that your team have everything in place to complete their job. Are there software and systems that are broken and don’t work? Do they have to do too much manual processing? Do they have to manage too many people? Make sure all the friction is eliminated in your team. The less friction in your team, the more productive and efficient they will be.   BEST MOMENTS “Key result areas give you this overriding guidance and focus.”   “You have got to make sure you do what you can to enjoy your job.”   “If they hit the ceiling of their career progression and they stay there for one, two or three years then they are likely to look for another job as they can’t progress. Progression is a human need.   [Business, mindset, entrepreneur, disruptors] VALUABLE RESOURCES https://robmoore.com/ bit.ly/Robsupporter   https://robmoore.com/podbooks  rob.team ABOUT THE HOST Rob Moore is an author of 9 business books, 5 UK bestsellers, holds 3 world records for public speaking, entrepreneur, property investor, and property educator. Author of the global bestseller “Life Leverage” Host of UK’s No.1 business podcast “Disruptors” “If you don't risk anything, you risk everything” CONTACT METHOD Rob’s official website: https://robmoore.com/ Facebook: https://www.facebook.com/robmooreprogressive/?ref=br_rs LinkedIn: https://uk.linkedin.com/in/robmoore1979 disruptive, disruptors, entreprenuer, business, social media, marketing, money, growth, scale, scale up, risk, property: http://www.robmoore.com