http://www.managementblog.org/archives/2007/12/20/speed-in-essential-skills/ It's not a lesson in learning to be nice to people. Management is about leverage and impact. Sat, 22 Nov 2008 02:46:00 +0000 http://wordpress.org/?v=2.5.1 http://www.managementblog.org/archives/2007/12/20/speed-in-essential-skills/#comment-3895 John Desnoyers Fri, 21 Dec 2007 00:25:34 +0000 http://www.managementblog.org/archives/2007/12/20/speed-in-essential-skills/#comment-3895 You seem to have an employee that is smart and you feel can be an asset. I would focus more on speed drills than changing tasks. Pick the task that is the most benifit to the company and have him find ways for himself do perform faster. But it should be set-up with goals as to how much should be done per hour or day so that improvements can be noticed by him. Drills can help people improve just about any daily task. You seem to have an employee that is smart and you feel can be an asset. I would focus more on speed drills than changing tasks. Pick the task that is the most benifit to the company and have him find ways for himself do perform faster. But it should be set-up with goals as to how much should be done per hour or day so that improvements can be noticed by him. Drills can help people improve just about any daily task.

]]> http://www.managementblog.org/archives/2007/12/20/speed-in-essential-skills/#comment-3894 kurt Thu, 20 Dec 2007 17:11:15 +0000 http://www.managementblog.org/archives/2007/12/20/speed-in-essential-skills/#comment-3894 A difficult situation. From my experience I've seen a employee taking lots off time to finish a task. Turns out he was very insecure and always checking and dubble checking his actions before implementation. But delivering very high quality in return as an advantage. After making him more confident about his actions, he delivered work on average "speed", still with outstanding quality. So I agree completely with you when you say "exime each step of the process". Point of attention is to never undermine the persons selfimage because of the slower production level. Thanks for bringing this up Tom. A difficult situation. From my experience I've seen a employee taking lots off time to finish a task. Turns out he was very insecure and always checking and dubble checking his actions before implementation. But delivering very high quality in return as an advantage. After making him more confident about his actions, he delivered work on average "speed", still with outstanding quality. So I agree completely with you when you say "exime each step of the process". Point of attention is to never undermine the persons selfimage because of the slower production level. Thanks for bringing this up Tom.

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