Give your team flexibility without sacrificing productivity
[Management Tip of the Day]<https://t.a.email.hbr.org/r/?id=h9d08f824,12c36af5,12c36af7&p1=?utm_medium=email&utm_source=newsletter_daily&utm_campaign=mtod_actsubs&utm_content=signinnudge>
Today’s Tip
Give Your Team Flexibility without Sacrificing Productivity
A challenge for today’s managers is how to balance employees’ desire for flexibility while ensuring the team remains productive. The good news is that you don’t have to accept a tradeoff between the two if you think differently about when people work together, who works together, and how to share information. First, consider when employees need to work synchronously. For project-based workflows, chart out tasks and timelines, and block out specific days for overlapping work during key phases (for example, at the kickoff, mid-point, and closeout). Schedule important meetings during these times, and make it clear that you expect your team to be available. Next, rethink who exactly needs to work together. In other words, could you restructure your team into smaller groups that are empowered to coordinate with each other? Finally, design your team's information-sharing systems to make important data more readily available. Long waits for status updates or for questions to be answered can kill productivity. So figure out how to improve information accessibility and reduce needless back-and-forth. These steps can help your team have the flexibility they want without sacrificing productivity.
This tip is adapted from “4 Ways Managers Can Increase Flexibility Without Losing Productivity<https://hbr.org/2022/02/4-ways-managers-can-increase-flexibility-without-losing-productivity?utm_medium=email&utm_source=newsletter_daily&utm_campaign=mtod_actsubs&utm_content=signinnudge,”> by Margaret M. Luciano
ADVERTISEMENT
[https://sli.hbr.org/imp?s=720421&li=%7bLIST_ID%7d&e=jarrazola@cste.org&p=DM175003]<https://t.a.email.hbr.org/r/?id=h9d08f824,12c36af5,12c36b34&p1=jarrazola@cste.org&p2=DM175003>
[https://sli.hbr.org/imp?s=720422&li=%7bLIST_ID%7d&e=jarrazola@cste.org&p=DM175003]<https://t.a.email.hbr.org/r/?id=h9d08f824,12c36af5,12c36b35&p1=jarrazola@cste.org&p2=DM175003>
[https://sli.hbr.org/imp?s=720424&li=%7bLIST_ID%7d&e=jarrazola@cste.org&p=DM175003]<https://t.a.email.hbr.org/r/?id=h9d08f824,12c36af5,12c36b36&p1=jarrazola@cste.org&p2=DM175003>
[https://hbr.org/resources/images/marketing/email/NewsletterPromo_Podcasts_Dec2021.png]<https://hbr.org/podcasts?utm_medium=email&utm_source=newsletter_daily&utm_campaign=mtod_actsubs&utm_content=signinnudge&utm_term=subben_buyeracq_subarticle&utm_content=signinnudge>
Listen up! With HBR podcasts. <https://hbr.org/podcasts?utm_medium=email&utm_source=newsletter_daily&utm_campaign=mtod_actsubs&utm_content=signinnudge&utm_term=subben_buyeracq_subarticle&utm_content=signinnudge>
Explore the entire HBR podcast network — new seasons and classic favorites.
Listen to HBR Podcasts <https://hbr.org/podcasts?utm_medium=email&utm_source=newsletter_daily&utm_campaign=mtod_actsubs&utm_content=signinnudge&utm_term=subben_buyeracq_subarticle&utm_content=signinnudge>
[https://hbr.org/resources/images/article_assets/2022/01/Jan22_20_1130783499.jpg]<https://hbr.org/2022/01/leadership-training-shouldnt-just-be-for-top-performers?utm_medium=email&utm_source=newsletter_daily&utm_campaign=mtod_actsubs&utm_content=signinnudge&utm_term=subben_buyeracq_subarticle&utm_content=signinnudge>
Article
Leadership Training Shouldn’t Just Be for Top Performers <https://hbr.org/2022/01/leadership-training-shouldnt-just-be-for-top-performers?utm_medium=email&utm_source=newsletter_daily&utm_campaign=mtod_actsubs&utm_content=signinnudge&utm_term=subben_buyeracq_subarticle&utm_content=signinnudge>
by Navio Kwok and Winny Shen
The case for a broader approach to employee development.
Read now <https://hbr.org/2022/01/leadership-training-shouldnt-just-be-for-top-performers?utm_medium=email&utm_source=newsletter_daily&utm_campaign=mtod_actsubs&utm_content=signinnudge&utm_term=subben_buyeracq_subarticle&utm_content=signinnudge>
[https://hbr.org/resources/images/marketing/email/10401E_500.png]<https://store.hbr.org/product/hbr-guide-to-crafting-your-purpose/10401?utm_medium=email&utm_source=newsletter_daily&utm_campaign=mtod_actsubs&utm_content=signinnudge&utm_term=subben_buyeracq_subarticle&sku=10401E-KND-ENG>
Ebook or paperback
HBR Guide to Crafting Your Purpose <https://store.hbr.org/product/hbr-guide-to-crafting-your-purpose/10401?utm_medium=email&utm_source=newsletter_daily&utm_campaign=mtod_actsubs&utm_content=signinnudge&utm_term=subben_buyeracq_subarticle&sku=10401E-KND-ENG>
by John Coleman
$21.95
Learn more <https://store.hbr.org/product/hbr-guide-to-crafting-your-purpose/10401?utm_medium=email&utm_source=newsletter_daily&utm_campaign=mtod_actsubs&utm_content=signinnudge&utm_term=subben_buyeracq_subarticle&sku=10401E-KND-ENG>
[triangle icon]<https://store.hbr.org/product/hbr-guide-to-crafting-your-purpose/10401?utm_medium=email&utm_source=newsletter_daily&utm_campaign=mtod_actsubs&utm_content=signinnudge&utm_term=subben_buyeracq_subarticle>
Don’t forget you’re entitled to 20% off your first purchase*
*Use promo code HBRORGREG4.
View details here.<https://hbr.org/registration-details>
[twitter]<https://t.a.email.hbr.org/r/?id=h9d08f824,12c36af5,12c36b37>
[facebook]<https://t.a.email.hbr.org/r/?id=h9d08f824,12c36af5,12c36b38>
[instagram]<https://t.a.email.hbr.org/r/?id=h9d08f824,12c36af5,12c36b39>
View in browser <https://t.a.email.hbr.org/r/?id=h9d08f824,12c36af5,12c36b3a&p1=@HIVvpFNbwxbyOkasIoJXcWP9QyMWZNGVcn1MwUtoPFnle0nJkED2ug_POrR9-8J6WmxRyq8i4Wu3AyHwe3DWjI5dB-99P_ef9LVuhXm5Z7PSXrih>
Contact us<https://t.a.email.hbr.org/r/?id=h9d08f824,12c36af5,12c36b3b&p1=?utm_medium=email&utm_source=newsletter_daily&utm_campaign=mtod_actsubs&utm_content=signinnudge>
Privacy policy<https://t.a.email.hbr.org/r/?id=h9d08f824,12c36af5,12c36b3c&p1=?utm_medium=email&utm_source=newsletter_daily&utm_campaign=mtod_actsubs&utm_content=signinnudge>
Manage newsletter preferences<https://t.a.email.hbr.org/r/?id=h9d08f824,12c36af5,12c36b3d&p1=?utm_medium=email&utm_source=newsletter_daily&utm_campaign=mtod_actsubs&utm_content=signinnudge>
Unsubscribe<https://t.a.email.hbr.org/r/?id=h9d08f824,12c36af5,12c36b3e&p1=%40t6p7L4VyTOGTCdqZdBCfGpvOsjDPku9z06x_xAqkXoUTyQlBAI1RCPXFUHIlRv-4bd6IUX5VvSkAlDsCcrkcKJEhxVs>
To ensure email delivery, add noreply@a.email.hbr.org<mailto:noreply@a.email.hbr.org> to your address book, contacts, or safe sender list.
Copyright © 2022 Harvard Business School Publishing,
an affiliate of Harvard Business School. All rights reserved.
Harvard Business Publishing
20 Guest St, Suite 700
Brighton, MA 02135
Today’s Tip
Give Your Team Flexibility without Sacrificing Productivity
A challenge for today’s managers is how to balance employees’ desire for flexibility while ensuring the team remains productive. The good news is that you don’t have to accept a tradeoff between the two if you think differently about when people work together, who works together, and how to share information. First, consider when employees need to work synchronously. For project-based workflows, chart out tasks and timelines, and block out specific days for overlapping work during key phases (for example, at the kickoff, mid-point, and closeout). Schedule important meetings during these times, and make it clear that you expect your team to be available. Next, rethink who exactly needs to work together. In other words, could you restructure your team into smaller groups that are empowered to coordinate with each other? Finally, design your team's information-sharing systems to make important data more readily available. Long waits for status updates or for questions to be answered can kill productivity. So figure out how to improve information accessibility and reduce needless back-and-forth. These steps can help your team have the flexibility they want without sacrificing productivity.
This tip is adapted from “4 Ways Managers Can Increase Flexibility Without Losing Productivity<https://hbr.org/2022/02/4-ways-managers-can-increase-flexibility-without-losing-productivity?utm_medium=email&utm_source=newsletter_daily&utm_campaign=mtod_actsubs&utm_content=signinnudge,”> by Margaret M. Luciano
ADVERTISEMENT
[https://sli.hbr.org/imp?s=720421&li=%7bLIST_ID%7d&e=jarrazola@cste.org&p=DM175003]<https://t.a.email.hbr.org/r/?id=h9d08f824,12c36af5,12c36b34&p1=jarrazola@cste.org&p2=DM175003>
[https://sli.hbr.org/imp?s=720422&li=%7bLIST_ID%7d&e=jarrazola@cste.org&p=DM175003]<https://t.a.email.hbr.org/r/?id=h9d08f824,12c36af5,12c36b35&p1=jarrazola@cste.org&p2=DM175003>
[https://sli.hbr.org/imp?s=720424&li=%7bLIST_ID%7d&e=jarrazola@cste.org&p=DM175003]<https://t.a.email.hbr.org/r/?id=h9d08f824,12c36af5,12c36b36&p1=jarrazola@cste.org&p2=DM175003>
[https://hbr.org/resources/images/marketing/email/NewsletterPromo_Podcasts_Dec2021.png]<https://hbr.org/podcasts?utm_medium=email&utm_source=newsletter_daily&utm_campaign=mtod_actsubs&utm_content=signinnudge&utm_term=subben_buyeracq_subarticle&utm_content=signinnudge>
Listen up! With HBR podcasts. <https://hbr.org/podcasts?utm_medium=email&utm_source=newsletter_daily&utm_campaign=mtod_actsubs&utm_content=signinnudge&utm_term=subben_buyeracq_subarticle&utm_content=signinnudge>
Explore the entire HBR podcast network — new seasons and classic favorites.
Listen to HBR Podcasts <https://hbr.org/podcasts?utm_medium=email&utm_source=newsletter_daily&utm_campaign=mtod_actsubs&utm_content=signinnudge&utm_term=subben_buyeracq_subarticle&utm_content=signinnudge>
[https://hbr.org/resources/images/article_assets/2022/01/Jan22_20_1130783499.jpg]<https://hbr.org/2022/01/leadership-training-shouldnt-just-be-for-top-performers?utm_medium=email&utm_source=newsletter_daily&utm_campaign=mtod_actsubs&utm_content=signinnudge&utm_term=subben_buyeracq_subarticle&utm_content=signinnudge>
Article
Leadership Training Shouldn’t Just Be for Top Performers <https://hbr.org/2022/01/leadership-training-shouldnt-just-be-for-top-performers?utm_medium=email&utm_source=newsletter_daily&utm_campaign=mtod_actsubs&utm_content=signinnudge&utm_term=subben_buyeracq_subarticle&utm_content=signinnudge>
by Navio Kwok and Winny Shen
The case for a broader approach to employee development.
Read now <https://hbr.org/2022/01/leadership-training-shouldnt-just-be-for-top-performers?utm_medium=email&utm_source=newsletter_daily&utm_campaign=mtod_actsubs&utm_content=signinnudge&utm_term=subben_buyeracq_subarticle&utm_content=signinnudge>
[https://hbr.org/resources/images/marketing/email/10401E_500.png]<https://store.hbr.org/product/hbr-guide-to-crafting-your-purpose/10401?utm_medium=email&utm_source=newsletter_daily&utm_campaign=mtod_actsubs&utm_content=signinnudge&utm_term=subben_buyeracq_subarticle&sku=10401E-KND-ENG>
Ebook or paperback
HBR Guide to Crafting Your Purpose <https://store.hbr.org/product/hbr-guide-to-crafting-your-purpose/10401?utm_medium=email&utm_source=newsletter_daily&utm_campaign=mtod_actsubs&utm_content=signinnudge&utm_term=subben_buyeracq_subarticle&sku=10401E-KND-ENG>
by John Coleman
$21.95
Learn more <https://store.hbr.org/product/hbr-guide-to-crafting-your-purpose/10401?utm_medium=email&utm_source=newsletter_daily&utm_campaign=mtod_actsubs&utm_content=signinnudge&utm_term=subben_buyeracq_subarticle&sku=10401E-KND-ENG>
[triangle icon]<https://store.hbr.org/product/hbr-guide-to-crafting-your-purpose/10401?utm_medium=email&utm_source=newsletter_daily&utm_campaign=mtod_actsubs&utm_content=signinnudge&utm_term=subben_buyeracq_subarticle>
Don’t forget you’re entitled to 20% off your first purchase*
*Use promo code HBRORGREG4.
View details here.<https://hbr.org/registration-details>
[twitter]<https://t.a.email.hbr.org/r/?id=h9d08f824,12c36af5,12c36b37>
[facebook]<https://t.a.email.hbr.org/r/?id=h9d08f824,12c36af5,12c36b38>
[instagram]<https://t.a.email.hbr.org/r/?id=h9d08f824,12c36af5,12c36b39>
View in browser <https://t.a.email.hbr.org/r/?id=h9d08f824,12c36af5,12c36b3a&p1=@HIVvpFNbwxbyOkasIoJXcWP9QyMWZNGVcn1MwUtoPFnle0nJkED2ug_POrR9-8J6WmxRyq8i4Wu3AyHwe3DWjI5dB-99P_ef9LVuhXm5Z7PSXrih>
Contact us<https://t.a.email.hbr.org/r/?id=h9d08f824,12c36af5,12c36b3b&p1=?utm_medium=email&utm_source=newsletter_daily&utm_campaign=mtod_actsubs&utm_content=signinnudge>
Privacy policy<https://t.a.email.hbr.org/r/?id=h9d08f824,12c36af5,12c36b3c&p1=?utm_medium=email&utm_source=newsletter_daily&utm_campaign=mtod_actsubs&utm_content=signinnudge>
Manage newsletter preferences<https://t.a.email.hbr.org/r/?id=h9d08f824,12c36af5,12c36b3d&p1=?utm_medium=email&utm_source=newsletter_daily&utm_campaign=mtod_actsubs&utm_content=signinnudge>
Unsubscribe<https://t.a.email.hbr.org/r/?id=h9d08f824,12c36af5,12c36b3e&p1=%40t6p7L4VyTOGTCdqZdBCfGpvOsjDPku9z06x_xAqkXoUTyQlBAI1RCPXFUHIlRv-4bd6IUX5VvSkAlDsCcrkcKJEhxVs>
To ensure email delivery, add noreply@a.email.hbr.org<mailto:noreply@a.email.hbr.org> to your address book, contacts, or safe sender list.
Copyright © 2022 Harvard Business School Publishing,
an affiliate of Harvard Business School. All rights reserved.
Harvard Business Publishing
20 Guest St, Suite 700
Brighton, MA 02135