I need help with how to start a realistic plan which solves the uneven productivity between Jack and Ruth.Here's what it's about. Ten yearago, you started working as a clerk fo DMD Medical Supplies. Six months ago, Liz Jakowski, the human resources director, promoted you to office manager. You manage two employees: Jack and Ruth.
Your office provides secretarial support for the fourmembers of the executive team. Two years ago, Liz had assign Jack to support Ralph Alane and Jessica Hilo. Ruth was assigned to Samuel Daley and Frank Daley. The work flow was equally balanced.
You've noticed in the last three months Ruth has cut her breaks short to complete her work, complains of being tired, and at least twice a month requires overtime hours costing the company an additional $200 a month. In the last three weeks, Frank Daley has complainedto you a few times about the poor quality of Ruth's work.
On the other hand, over the last three months, Jack frequently seems to have a little to do. He has begun coming in late a couple times a week and taking more than the allotted break times.What work he does have, however, is always professionally completed.
Clearly, you must investigate to determine what is causing this change and how to improve the situation. Since nothing has changed in the personal lives of either Jack or Ruth, you conclude you must focus on the in-office work situation.
Good Lord. What is the workload of each? Start there. How do you presuppose it is an 'uneven productivity' issue?
how do i help Ruth stop cutting her break short and requiring overtime and she complaining bout being tired, also how do i keep jack busy and have him stop coming in late and taking allotted breaks whenever he wants, and how to make Ruth work more productivity
Do I need to write two paragraphs with how many sentences
To start a realistic plan to solve the uneven productivity between Jack and Ruth, you can follow these steps:
1. Gather information: Begin by talking to Jack and Ruth individually to understand their perspectives on the situation. Ask open-ended questions to encourage them to share their thoughts and concerns. Also, review any feedback or complaints from clients or colleagues regarding the quality or timeliness of their work.
2. Analyze workload: Examine the workload distribution between Jack and Ruth. Compare the tasks assigned to them and determine if there is a significant imbalance. Have there been any changes in the responsibilities or workload distribution over time? This analysis will help identify any potential issues.
3. Review work processes and systems: Assess the existing work processes and systems to identify any bottlenecks or inefficiencies. Consider if there are any obstacles preventing Jack or Ruth from completing their tasks effectively. Evaluate if there are any procedural changes or improvements that can be implemented to optimize productivity for both employees.
4. Evaluate time management: Examine how Jack and Ruth manage their time during work hours. This includes reviewing their arrival and departure times, break durations, and overall productivity throughout the day. Identify any patterns of lateness or excessive breaks for both employees. This evaluation will help you understand if time management issues are contributing to the productivity imbalance.
5. Address workload distribution: If an imbalance in workload distribution is identified, consider reassigning tasks to achieve a fair and equal distribution of work between Jack and Ruth. This can be done by redistributing tasks or adjusting their client support assignments to ensure an equitable workload for both employees.
6. Optimize efficiency: Look for opportunities to enhance productivity for both Jack and Ruth. This may involve providing additional training or resources to improve their skills or suggesting techniques and strategies for prioritizing work effectively. Encourage them to communicate any challenges they face in completing their tasks efficiently.
7. Monitor progress and provide feedback: Regularly monitor and assess Jack and Ruth's performance after implementing the changes. Provide constructive feedback to both employees regarding their progress and encourage open communication. Offer support and guidance where necessary to ensure they understand the new expectations.
8. Plan for ongoing improvement: Recognize that solving the productivity imbalance may require ongoing monitoring and adjustments. Continue to assess the workload distribution, work processes, and systems periodically to identify further areas of improvement and ensure a sustainable solution.
Remember, it is crucial to approach this situation with empathy and fairness, focusing on improving productivity and addressing any underlying issues that may be affecting Jack and Ruth's performance. Communication and collaboration with both employees will be key to successful resolution.