當一個同事在努力提高工作效率時

有時候，生產力是團隊的努力。如果一個同事正努力保持專注和投入，幫助他們可能不是你工作責任111的一部分，但這是一件好事。

花點時間和他們在辦公桌上聊天，或者邀請他們下班後喝杯咖啡或飲料。讓他們知道你已經注意到他們已經退出了遊戲，並公開談論你在項目中掙扎或度過糟糕日子的時候，向他們展示他們並不孤單。

但要確保談話保持高效；善意的報到很容易變成抱怨你工作場所出了什麼問題的談話。在他們最重要的目標上想出一些小步驟來取得進展。

當然，要注意幫助你的同事不會耗盡你的精力或損害你的表現。你不必解决他們的問題，只要給他們一點動力讓他們擺脫困境。

在商業策略上，你應該重視效率，或是生產力？

商界領袖常常把“效率(Efficiency)”和“生產力(Productivity)”看作同義詞，是同一硬幣的兩面。

然而，若是要落實到策略執行面，效率和生產力就會有很大的不同。

就定義來說，「效率」是指：“在要求完成一項任務時，所需要的勞工工時和產業標準或所設定的標準的比較”，用更少的工時可以完成同一項任務，就是愈有效率。以英文表示：Efficiency is about doing same with less.

而所謂的「生產力」，初看之下，和「效率」的概念，是很類似的，是指：“在投入一定的勞動時間下，能夠產生的產品與服務的數量比率”，用同樣的勞動力能夠產生更多的產品與服務就是更有生產力。以英文表示：Productivity is about doing more with same.

講究生產效率的公司，通常會採取減少勞動力投入，降低成本的策略，可顯示公司的高效率，也可以提高公司獲利率，也有機會促進公司增加銷售規模。而重視生產力的公司，通常會以聘用更優秀的人才（即使要多支付工資），進行人才訓練，以提高員工的生產力，也提高了附加價值，進入一個有差異化價值的新市場。

無論是強調生產效率或是強調生產力，一時之間，不容易從公司財務報表上的獲利率看出明顯差異，只是獲利的主要因素是不同的。

然而，當今世界的商業環境已經不同了。在同一個國家內，持續降低勞工成本是愈來愈困難了，而將生產線遷移到低工資成本的海外國家，也不是那麼容易。更困難的是，在同質商品的競爭下，價格低廉不見得會是吸引消費者的主要理由。

相對的，愈來愈多消費者重視具有特色的商品與服務，即使必須多支付一些價錢。

更有意義的是，員工發生變化了！提供更多的休假，愈來愈難讓員工滿意，更不能讓員工具有成就感。員工更想要的是能夠在公司里有升級的機會，可以展現他獨特價值的機會。

然而，多數的公司很少從員工的角度來思考公司未來的發展，與提高真正能夠長期提高公司獲利的能力，也就是建立起公司的核心能力（core competence）。

從實踐中，我們發現一名受到激勵的員工，可以多產生25%的生產力，更驚人的發現是，他一個人可以承擔2個人的任務，不是因為他願意用2倍的時間來工作，而是他會用更多的耐心與創意來解決問題，也更願意去找出可以產生高價值的創新作法。

這完全不是公司或是上級領導告訴員工，應該去做什麼樣的創新，而是企業建立起了創新的企業文化，員工自然的更願意去創新，也發現他個人存在的價值。

在企業經營策略上，在效率與生產力之間，不是二選一，非黑即白的選擇。企業主必須重視的是市場環境的變化，與以員工作為建立公司的核心能力。

In business strategy, should you focus on efficiency, or productivity?

Business leaders often see "efficiency" and "productivity" as synonyms, two sides of the same coin.

However, if we want to implement the strategy, efficiency and productivity will be very different.

By definition, "efficiency" refers to "comparing the required labor hours with industrial standards or set standards" when a task is required to be completed. The more efficient it is to use fewer hours to accomplish the same task. Efficiency is about doing the same with less.

At first glance, the concept of "productivity" is very similar to that of "efficiency". It refers to the ratio of the quantity of products and services that can be produced when a certain amount of labor is invested. It is more productive to use the same labor force to produce more products and services. Productivity is about doing more with the same.

Companies that pay attention to production efficiency usually adopt strategies of reducing labor input and cost, which can show the company's efficiency, increase the company's interest rate, and also have the opportunity to promote the company to increase sales scale. And companies that attach importance to productivity usually employ better talents (even if they have to pay more wages) and train them to improve the productivity of employees, increase added value and enter a new market with differentiated value.

Whether emphasizing productivity or productivity, it is not easy to see a significant difference in the earnings rate on the company's financial statements for a while, but the main factors of earnings are different.

However, the business environment in today's world is different. In the same country, it is becoming more and more difficult to continuously reduce labor costs, and it is not easy to move production lines to low-wage overseas countries. Even more difficult, low prices may not be the main reason to attract consumers in the competition for homogeneous goods.

In contrast, more and more consumers are paying more attention to distinctive goods and services, even if they have to pay more.

What's more significant is that the employees have changed! Providing more vacations is increasingly difficult to satisfy employees, let alone make them feel accomplished. Employees want more opportunities to upgrade in the company and show their unique value.

However, most companies seldom think about the future development of the company from the perspective of employees, and improve the ability to really improve the profitability of the company in the long run, that is, to establish the core competence of the company.

In practice, we find that an inspired employee can produce 25% more productivity. What is more striking is that he can take on two people's tasks alone, not because he is willing to work twice as long, but because he will use more patience and creativity to solve problems, and is more willing to find innovative ways that can produce high value.

It's not that the company or the superior leaders tell the employees what kind of innovation they should do, but that the enterprise has established an innovative corporate culture. The employees are naturally more willing to innovate and find the value of their own existence.

In terms of business strategy, between efficiency and productivity, there is no choice between black and white. Business owners must pay attention to the changes in the market environment and build the core competence of the company with employees.

員工的座位安排，關乎他們的生產力

為了提高員工的表現，領導主管在獎勵、教育訓練等方面投入了大量的心力。但是，有一種簡單、低成本、簡單，卻效率很高的作法來提高員工的生產力：安排好員工的辦公室座位。

從經驗得知，相鄰座位的員工之間，會彼此影響到他們的工作表現。

如果你希望某位員工能夠提高工作效率和工作表現，將他的座位安排到一位能夠快速完成任務的人旁邊。或是，安排必須在工作上共同協作的人，坐在一起，那麼他們之間就比較方便協商，可以共同提高生產力與工作品質。

Seating arrangements of employees are related to their productivity

In order to improve the performance of employees, managers put a lot of effort in education and training, reward and so on. However, there is a simple, low cost, simple, to improve employee productivity is very high efficiency approach: arrange staff office seat.

From the experience, employees of the adjacent seats will influence each other's work performance.
If you want an employee can improve work efficiency and performance, arrange a person next to his seat will be able to complete the task quickly. Or, in the work arrangements must work together, sit together, they are convenient consultation, can improve quality of productivity and work together.

提高你的團隊生產力

作為領導主管，你已經知道如何規劃你的計劃，設定工作優先次序，以及安排你的工作。但是，你應該如何幫助你的團隊成員如你一般的有高生產力？

你讓他們感受到你的關切。你可以讓他們知道你的工作，包含你要安排的會議，你回應的郵件，以及你在參與的工作項目，如此，你的團隊成員知道你將要如何領導他們。

幫助他們擬定他們的工作目標，并分析他們要執行這些工作所需要的人力與資源。然後，和他們做一對一的溝通，讓他們知道你的優先次序與期望。

允許他們將不重要的工作授權委託給其他人，或是拿掉一些不重要的工作。

確保所有的會議都有清楚的目的，并且留下你足夠的時間來追蹤工作的執行進度與結果。

Improve your team productivity

As a leader, you already know how to plan, set priorities and arrange your work. But how do you help your team members productive as you do?

You make them feel your concerns. You can let them know your work, including the meetings you want to schedule, the email you respond to, and the work projects you are participating in, so thar your team members will know how you are going to lead them.

Help them set their work goals and analyze the manpower and resources they need to carry out these tasks. Then, communicate with them one by one, so that they can know your priorities and expectations.

Allow them to delegate unimportant work empowerment to others, or take off some unimportant jobs.

Make sure that all meetings have a clear purpose, and leave you enough time to track the progress and results of the work.

某個程度的偏心，可以提高團隊生產力

幾乎所有的領導主管都會在潛意識中對某幾位團隊中的成員，有一些偏心。這是因為主管認為如此能夠讓這些員工更受到激勵，而發揮更高的生產力。

只要做到公平，以及認知團隊必須有高度的相互依存，員工多半會接受在團隊中有這樣的差異化對待。

當主管用比較多的時間在高生產力員工身上，而較少在乎其他平庸的員工，通常團隊整體的表現會比較佳。適中程度的偏心確實可以建立起注重生產力的氛圍。

但是，主管要注意不要做得太過極端，那樣反而會產生內部衝突，因而降低了團隊生產力。主管要平衡地拿捏好。

A certain degree of eccentricity can improve team productivity

Almost all leaders are subconsciously biased towards some of the members of a team.

As long as it is fair, and the cognitive team must have a high degree of interdependence, employees are mostly accepted to be treated differently in the team.

When executives spend more time on high productivity employees and less about other mediocre employees, the overall performance of the team will be better. A moderate degree of eccentricity can indeed establish an atmosphere of productivity.

However, the supervisor should be careful not to be too extreme, which will create internal conflicts and reduce team productivity. The supervisor will hold good balance.

改善你的團隊生產力

作為一名領導主管，你可能已經知道如何做計劃、定優先次序、以及安排你的工作。可是你如何讓你的員工也能如此做到?

你可先以身作則，成為員工學習的模範。你可以讓員工看到你如何安排工作時間，包含參加會議，回復郵件，以及你對不同工作項目的參與支持。

幫助你的員工擬定工作目標、工作範圍以及分配足夠的支援來執行任務。

然後和員工做1對1的交流，讓他們知道你的期望與優先次序。給他們他們為何要專注的2-3個理由，讓他們有自主權來刪除其他非重要的工作，或是可以外包給他人。

給他們有足夠的緩衝時間來應付低潮或是挫折時間。分享給大家知道實際的工作進度。

Improve your team productivity

As a leader, you may already know how to plan, prioritize, and arrange your work. But how do you get your employees to do the same?

You can set an example and become a model for employee learning. You can let employees see how you schedule your work hours, including attending meetings, answering e-mails, and supporting your participation in different work projects.

Help your employees to set goals, scope of work and allocate sufficient support to perform tasks.

Then do 1 to 1 exchanges with employees to let them know your expectations and priorities. Give them 2-3 reasons why they need to concentrate. Let them have the right to delete other important jobs or to outsource them.

Give them enough buffer time to cope with low tide or setback time. Share with you the actual progress of the work.

維持小團隊

研究發現，當團隊規模變大后，員工的工作生產力就開始降低。這是因為當團隊規模大了以後，每一名員工就開始感覺他對產出結果的責任降低了。

因此，你要盡可能維持團隊規模小一些，而仍然能夠達到你的目標。這代表你可能要用稍微少一些人數來完成手上的工作任務。

如果不可能減少你現有的團隊人數，那麼，就嘗試將工作區分為數個可以管理的細項，讓團隊中的每個人都可以負責其中一部分。或是，你可以讓大家感受到任務的緊急性，讓大家可以戮力合作完成。

如果你發現無論你如何努力，還是有人懶散，不在乎，那麼，就讓大家直接面對績效評估。

Maintain small teams

It is found that when the team size increases, the productivity of employees begins to decrease. This is because when the team grows larger, each employee begins to feel less responsible for the outcome.

So keep your team as small as possible and still achieve your goals. This means that you may have to use a slightly smaller number of people to complete the task at hand.

If it's not possible to reduce the number of teams you have, then try to divide the work into manageable details so that everyone on the team can take responsibility for a part of it. Or, you can let everyone feel the urgency of the task, so that everyone can work together to complete.

If you find that no matter how hard you try, or if someone is lazy and doesn't care, let everyone face the performance appraisal directly.

三個簡單的作法來提高團隊生產力

所有的團隊都會受到一些冗餘的行為而挫傷了生產力。

請用以下幾個簡單的作法來拿掉這些冗餘的行為：

1. 用電話對話。若是用電子郵件、LINE，可以留下有用的記錄，方便追蹤，但是寫郵件打字很費時間，不如直接拿起電話來對話。對話可以立即得到你想要的回復，並且避免反復來回的麻煩。
2. 鼓勵優化作業。問你的員工：“我們可以不開什麼樣的會議？我們可以不要什麼樣的報告文件？在我們的工作程序中有什麼步驟是可以拿掉的？”你應該讓你的員工知道他們的建議並不是抱怨，而是對提高生產力有幫助的創意。
3. 停止檢討影響不大的工作。在遞交文件給客戶前作詳細的檢查是正確的作法。但是，并不是所有的工作結果都是關鍵性的。告訴你的團隊成員，做好品質控制是他們自己的責任，而你相信他們會做好自己的工作。

Three simple ways to improve team productivity

All teams are frustrated by redundant actions.

Please use the following simple ways to get rid of these redundant actions:

1. Dialogue by telephone. If you use email, LINE, you can leave useful records, easy to track, but writing email typing is time-consuming, it is better to pick up the phone directly to talk. Dialogue can get the response you want immediately and avoid the hassle of going back and forth.
2. Encourage the optimization of work. Ask your employees, "What kind of meetings can we not have? What kind of reporting documents can we not have? What steps can be taken out of our working procedures? You should let your employees know that their suggestions are not complaints, but ideas that can help improve productivity.
3. Stop reviewing work that has little impact. It is correct to make detailed checks before submitting documents to customers. However, not all work outcomes are critical. Tell your team members that it's their responsibility to control quality, and you believe they will do their job well.

每個人都想做事，但要有目標，也需要受鼓勵

我們天生都是追求生產力的人，生產力是人類的天性，只要情況對了，每個人都會打開生產力的開關。

釋放生產力，我們需要：

1.   知道目標是什麼，也看得到成功的模樣，明白成功的感覺。

2.   相信自己正朝著目標前進。

3.   專注於實現目標，拋開對實現目標沒有說明或說明不大的事物。

4.   每天要撥出一部分時間，鼓勵團隊把時間投資在能看得到結果的工作上，而不是忙的沒頭沒腦。

不要忘記獎勵有生產力，每天都有工作進展的員工，很多主管都忽略了這點。平日的生產力同樣值得表揚，因為生產力一定會帶來成就。

Everyone wants to do something, but they need to have goals and be encouraged

We are all born to pursue productivity, productivity is human nature, as long as the situation is right, everyone will open the switch of productivity.

To release productivity, we need:

1. Know what your goal is, see how successful you are, and understand how successful you feel.
2. Believe that you are moving towards your goals.
3. Focus on achieving goals, leaving aside things that do not or do not say much about achieving them.
4. Set aside some time each day to encourage the team to invest in work that shows results, rather than being busy and mindless.

Don't forget to reward employees who are productive and make progress every day, which many executives ignore. Normal productivity is also commendable, because productivity is bound to bring achievements.