Time Management--Some Basics

Time Management—Some Basics

The most efficient businesses have a philosophy that they can always improve on their efficiency and time management.  They communicate their priorities to all employees and train their managers to develop practical time management strategies.

Here are some of the keys to developing a philosophy and “culture” of high efficiency and effective time management.

Establish the Right Attitude:

To form a workplace culture that strives for top efficiency, the right attitude about time management has to be established.  To develop that attitude we need to be consistent in our desire for top efficiency.  Talk about efficiency on a regular basis.  Recognize and reward improvements in efficiency.  Help employees understand that improving efficiency is a continual process that requires regular monitoring.  The most efficient operations are not constantly “putting out fires.”  Their priorities focus on maintenance, identifying small problems before they become big problems, and establishing a level of consistent activity and production.

Specific Techniques:

1.      Include “Time Management” in your annual performance evaluations.

2.      Establish time targets for daily activities such as the “number of farrowing rooms fed by 8:00 AM,” or “all nursery pens walked by 9:00 AM,” or “all sows bred by 10:00 AM—start checking recycles by 10:30 AM,” etc.

3.      When an employee is struggling with their efficiency, partner them for a day with someone who can get the job done in the right amount of time.

4.      Sometimes people need to record how they are spending their time to see where they can improve.  A simple tracking sheet for them to use is helpful and allows them to record what they did, how much they got done, and the time it took to accomplish it.

Confront Mediocrity:

            Sometimes, managers and other employees develop the attitude that, “It can’t be done any faster,” or “The only way to get more work done is to hire more people!”  This belief creates an “efficiency dilemma” where this person feels like they have to admit they were wrong to improve their efficiency.

            We have to provide some direct coaching for this person to show them the specific ways to make some basic changes in their order of activities and ways to improve their speed without affecting quality.  During this process we have to assure them that we have appreciated their work, and help them see the personal value they gain from improving their efficiency.

For a sample tracking sheet or a complete outline on Time Management, send an e-mail to don@dontyler.com and I’ll forward one to you.