Understanding Multitasking – How to Monitor and Boost Performance of Employees Engaged in Multiple Projects

boost performance of employees

A business’ success relies on how well employees can handle multiple projects. When workers can manage various operation segments at once, businesses improve productivity and surpass their goals while simultaneously increasing efficiency. Unfortunately, only 2% of employees can juggle and give equal attention to multiple tasks successfully.

A significant reason for this is the business’ inability to cultivate and maximize employee potential. Often, business leaders are naïve about current employee performances that they fail to boost employees’ efficiency working on multiple projects. 

This article will take an in-depth look at strategies to monitor team performance to ensure that you can increase employees’ productivity in multiple projects. 

  1. Set Clear and Focused Goals

Employees need a direction about their responsibilities and expectations to achieve when working on multiple projects to increase the completion rate. Studies reveal that setting clear and focused goals for employees can create a greater connection to your organization and motivate them to complete their tasks. 

A rule of thumb in setting project goals is to include employees in the conversation and bring them into the goal-setting process. 

This increases the likelihood of an employee being more invested in their performance and becomes more accountable for the results. Your project goals should also be measurable so that you can quantify success and track progress or make adjustments to optimize employee performance. By setting goals, businesses can anticipate roadblocks and maximize employee potential to achieve intended project outcomes. 

  1. Conduct Performance Appraisals

Performance appraisals are vital in improving performance and ensuring that employees remain on track with their tasks. While multitasking increases productivity and efficiency, working on multiple tasks can distract employees and compromise the quality of their work. Data shows that ineffective multitasking reduces productivity levels by 40%. 

Regular performance appraisals allow business leaders to identify areas that slow down project completion and put out measures to boost performance. Monitoring performance in the workplace enables you to provide employees with constructive feedback to keep them engaged and committed to completing their tasks. Knowing how to use performance data also helps you spot talent and determine how you can improve your processes to enhance employees’ performance handling several projects. 

  1. Concentrate on Employee Development

Not every employee is well-versed at handling multiple tasks at once. Therefore, businesses must conduct development activities to help prepare their workforce for such situations and get the best out of their employees

By conducting ongoing employee development initiatives, leaders can ensure that their workforce is competitive enough to adapt to business changes while simultaneously providing  their organizations the needed edge to stand out. 

Meet with employees regularly to discuss professional development opportunities and make it easier to tailor them to each individual. Gaining insights from your employees helps you create a plan that improves their weaknesses so that they can handle several projects. This also ensures that they will be receptive to the training format and subject matter while simultaneously increasing their ability to retain and take advantage of learned information. 

  1. Take Steps to Enhance Morale

Improving overall morale is a key aspect to ensuring that employees remain proactive in embracing multitasking challenges. Requiring employees to multitask can be overwhelming and could result in them exhibiting negative behaviors towards the tasks, ultimately resulting in poor work quality. A Forbes report reveals that 20% of employees lack a sense of belonging when working remotely and have experienced lower productivity levels. 

Businesses can resolve this issue and enhance employee morale by conducting frequent staff meetings to discuss business targets or deadlines and keeping the company’s message and vision clear at all times. You can also recognize your staff when they’ve done a good job by providing them incentives and bonuses. By improving employee morale, business leaders can ensure that their employees can collaborate to meet project expectations. 

  1. Use Technology

As the pandemic decentralizes the workforce, businesses must use employee performance monitoring tools to drive efficiency and engagement. Business success thrives when the right systems are in place. Only seeking to enhance employee performance without using the right tools may prevent you from tracking underlying issues and achieve set goals. 

Thus, businesses should take advantage of tools like performance appraisal software solutions to evaluate employee productivity and effectiveness on a specific project. With a performance appraisal tool, you can consistently track employee performance, identify areas for improvement, and work towards achieving the same goal. You can check this FinancesOnline compilation of performance appraisal software examples to find a solution that suits well with your operations. 

Improving Employee Performance

Monitoring performance management is key to understanding employee work patterns and improving overall performance. When employers know their workforce’s strengths and weaknesses, they can spot effective multitaskers and ensure that their potential is maximized and recognized. One way of spotting effective multitaskers is using a dynamic performance management solution like FlowyTeam. 
FlowyTeam is a robust performance management solution that empowers organizations to monitor key performance indicators (KPI) and objectives and key results (OKR) of each employee. It also boasts a functional one-on-one check-in system that helps business leaders deliver constructive feedback to employees for improved performance. FlowyTeam also offers a free trial and a comprehensive product demonstration on top of its monthly pricing package, which starts at $5 per user.

How to Use Performance Data to Improve Your Team Effectiveness and Keep It Motivated

team effectiveness

Thanks to technological innovations, securing premier talent, monitoring staff performance, and keeping your workforce engaged can be accomplished anywhere and anytime at maximum efficiency. 

As the remote workforce expands, employees and employers have enjoyed increased flexibility and better well-being. The numbers have peaked at the onslaught of COVID-19. Data from Mckinsey shows that as we ease into the new normal and move forward to a post-pandemic world, we can expect over 20% of the workforce to effectively operate remotely 3 to 5 days per week. 

However, with the absence of physical interaction and the space wedged between team members and leaders, communicating successfully and evaluating team effectiveness have become integral to any enterprise set to thrive in today’s competitive landscape. 

So we published a guide on how to evaluate team performance with a focus on harnessing the power of performance data so you can keep your workforce productive and engaged. 

  1. Conduct self-assessment 

Before proceeding to study performance data, the first step to evaluating team effectiveness and getting the very best out of your employees is looking internally. 

List down a set of questions that appraises your collaboration and team-building skills. Rather than supplying insights on how you think your company performance ought to be, answer these questions honestly and relax if you feel like you’re scoring towards a ‘wrong direction.’ 

When finished, calculate or evaluate your results. You can counter them with outcomes you can gather with your tools to measure team performance later on. 

Self-assessment is great because it provides employees an opportunity to self-evaluate and form judgments regarding their progress and output within the organization according to its objectives. It encourages team members to regulate their own performance, surface both strengths and weaknesses, and provide themselves feedback. 

Managers, on the other hand, can support workers by urging them to assess themselves more effectively and often.

  1. Get in touch with experts 

Most often, evaluating team effectiveness can’t be done single-handedly. While you may have knowledge and resources on using performance data, a little external boost will help you when it comes to maintaining your team’s motivation and efficiency. 

Plenty of performance management professionals are available for consultations. They’re equipped with communication, leadership, and facilitation skills to determine and improve where your workforce stands in terms of productivity and engagement. They also have plenty of performance management tricks up their sleeve that you can learn and implement in your operations. 

You can onboard a performance manager in your team. But if you’d rather stick to your current workforce, feel free to ask for reliable tools to measure team performance such as collaboration software for teams. They can help collect and understand performance data, which can determine your team’s productivity and contribute to making more well-informed decisions for your enterprise. 

  1. Invest in tools to measure team performance 

Although there are plenty of strategies to monitor team performance, software designed for performance management makes the process easier. 

Performance appraisal software enables businesses to simplify their performance review process. Through automated processes and top-of-the-line technology, enterprises can save valuable time and allot it for other aspects contributing to business growth. It also boosts their confidence when it comes to tackling how to evaluate team performance. 

A performance appraisal software can quantify how each worker is doing, how much work each worker is doing, and how well they accomplish their task. 

However, it’s wise to take note that these modern tools to measure team performance go beyond evaluation. They relay clear workplace demands, empowering both employees and employers to interact and collaborate. 

With people-centric systems becoming the most integral solutions in a business, you need to set aside financial sources to purchase your own performance appraisal software. 

Here at Flowyteam, our performance appraisal platform starts at only $3.33 a month with powerful features such as weekly check-ins, attendance management, rewards cultivation, assignment management, and functionalities to track OKRs and KPIs. We have everything you need for evaluating team effectiveness at such an affordable price. Now that’s a bargain!

Contact us and start your 15-day free trial with our tools to measure team performance.

  1. Focus on developing your team 

Nurturing your team is a process that demands effort and care. If you try to take shortcuts in fundamental stages, you might have to face the consequences once you encounter issues and setbacks. Team involvement is integral to determine whether your OKRs will succeed in your organization, so this is something you can’t skip.

One of the most effective strategies to monitor team performance is understanding all team development phases. Successful teams head down similar roads. For Forbes, team building is all about communication and fostering group experiences, even in a restricted quarantine setup. 

For Industry Week, it begins with laying down enterprise objectives, mission and vision, which leads to nurturing leadership skills and targeting steady improvement, cutting down errors and discussing pain points altogether and heads back to empowering employee ideas and considering feedback while practicing consistency. 

However, you must also factor other aspects affecting employee productivity, such as having a well-organized staff orientation process and building a transparent team charter. These set both demands and expectations. 

When workers know what they need to do and how they need to do it, you’re giving your workforce a head start when optimizing performance. 

  1. Supply feedback 

One of the most surefire ways to enhance employee performance is through providing team members information regarding their individual and overall performance. Knowing how to evaluate team performance is but the first half of keeping your workforce engaged. You also need to know when and how to relay the results of these evaluations to boost team morale and keep your gears turning. 

We’re sure there are plenty of staffers who are ready to share their insights. However, others might convey this in a manner that stirs resentment and enmity. 

For feedback to become nurturing, it needs to be properly relayed. Being mindful of how the receiver perceives and digests these remarks is important in their career growth and mentorship. This is the final step to see the fruition of your implemented strategies to monitor team performance.

What makes an effective team 

An effective team is more than workers gathered together to strive towards a common goal. Since collaboration is so ingrained in us from the very beginning of our interactions with individuals, it’s easy to assume we know what makes teams tick when, in fact, we most often don’t. 

However, with the right strategies to monitor team performance, you can unearth aspects that require improvement and enhance your skills as both a staffer and a team builder.

How do I know if OKRs will succeed in my organization?

okr coach

The Success of an OKR program isn’t accidentally. It requires continuous effort. As an OKR coach who has been working with the OKR cycle for the last 6 years, I’ve implemented successfully the OKR framework in many organizations in different industries.

Here are the key factors, that indicates a successful implementation process in any company:

Executive involvement

Executive leadership often drives the choice to implement OKR framework. This decision is an important initiative and only stands for the start of the OKR program. The organizational implementation is that the responsibility of the OKR Champion, Managers though must be involved to translate the strategy into OKRs, approve quarterly OKRs, and reinforce the importance of progress in meetings and company-wide communications. If the leaders don’t still communicate they care, then nobody else will.

Strong OKR Champion

An OKR champion is that the person tasked with managing the education, rollout and ongoing operations of the OKR program. they’re an indoor OKR expert who must confirm employees understand the framework and implement it into their routine – knowing when to make and update OKRs. The OKR Champion must establish a performance system of accountability that communicates clear expectations, so it’s imperative that they need the right operational experience and right approach to manage this company wide challenges. Does the OKR Champion have previous project management experience? Is he or she organized? Does she or he feels empowered and motivated by OKRs?

Targets-first approach

OKR is about taking the corporate strategies and converting it into real results . The target is to interrupt the established order and grow. so as to try to to this, it’s important that the company has strategic goals to give direction. These objectives then inspire teams and employees to work out how best they will impact the company goals. Within the spirit of cross-functional, collaboration, transparency and alignment objectives are transparent by default, the main target then should get on the company and team goals, rather than private individual performance. Are team goals about pushing the company forward rather than individual development?

Team engagement

Leadership sets the strategic objectives and it’s the responsibility of teams to figure out how they’re going to achieve real results. This creates a way of autonomy and ownership since 50-60% of the objectives are then bottom-up. It then becomes important that teams embrace this role and fully plan to the OKR method. The standard of their objectives and participation matters. Progress is merely possible if teams are willing to find out something new, adapt, and thoughtfully contribute. Are teams taking the time to reflect on the business and draft thoughtful objectives? Are efforts being made to know the OKR framework and language respectively? It’s important that an OKR program starts off right. If the answers to any of those questions is “no,” then there’s a chance to quickly address the weakness. If you don’t create a solid OKR foundation, failure of your OKR program is, unfortunately, inevitable.

Contact our OKR Coach Dirk Schmellenkamp for our effective OKR Certification Programs

#okrcoach #okrs #okr #objectivesandkeyresults

My Employees must Perform!


‘Because I Pay them!’

This transactional approach to people may need a scent of logic thereto – We pay people reciprocally for his or her performance.

However, my friends, willpower and energy is finite, our team members needs quite money to sustain them. The initial excitement of a new job and the willingness to impress might in some instances boost performance for a while yet more ingredients are needed to secure sustainable performance from our people.

#Secret 1

When focussed effort made to ensure that my team are empowered with the right skills, information and the communication in the business is both clear and uplifting we have made a positive step towards ensuring sustainable performance.

#Secret 2

When employees are empowered, meaning that they’re encouraged to influence and participate in deciding, they’re increasing their competencies and more responsibility is accepted and awarded, they are much more likely to perform at their best.

#Secret 3

When employee rewards aren’t only available but seemed to be fair and private your companies’ performance is probably going to be boosted. Rewards are not only bonuses, sincere verbal praise and other personal rewards are most likely to uplift your team spirit and performance

# Secret 4

When employees are inspired by a shared vision and value system it serves as fuel for increased performance. When employees see the positive impact they’re making collectively on society and knowledge their working environment as a relatives thanks to sharing, understanding and living the same set of values they’re going to be energised towards increased performance.

# Secret 5

Co-create clear goals and KPIs’ with your team members. Co-creation means our team members had a voice and they were not simply told what to do. Co-creation is an effective antidote to blame-shifting.

Clarity brings focus and diminishes the negative spells of doubt, insecurity and misunderstandings. A strong and collective specialise in co-created, clear and prescribed goals and KPIs’ will function a catalyst to amazing growth when combined with the opposite 4 elements of Performance above.

3 Mistakes Business Owners and HR managers Should Avoid at all Costs.

[These mistakes will cost not only a lot of money but can de-stabilise Your Business and Negatively affect Business Continuity]

2021 Has Already brought its’ own Challenges on top of the ‘Ghosts’ of 2020. Our choices are hard yet few –

We can either let the Pandemic and adverse effects of it overcome us or we can meet 2021 and beyond with a new resolve armed with knowledge and skills.

Now, Repeating the same mistakes over and over again is the very definition of Insanity as Albert Einstein said.

Common and very costly mistakes that businesses make and keep on making –

  • ‘Going with the Flow’ when it comes to Company culture and not deliberately co-creating it with employees meaning that there is no shared and Inspiring Vision, practical value system, realistic and co-created goals. A ‘we will see’ attitude will come at the greatest price especially during these very challenging times.

Employees will feel as if they are just salaried workers and of little importance. Low energy, low commitment and poor attitudes are the unaffordable consequences.

  • Poor and unclear communication. It is virtually impossible for any employee to create any desirable result if they either did not fully understand what you are asking of them or do not believe that the tasks that they are burdened with will have any real impact at all.

Leaders must be clear, great and inspirational communicators in order for companies to have a sustainable future.

  • Allowing Skills gaps to remain – Generic training for the sake of training and subjective assessments of team members are so 1990s’. Change is upon us whether we like it or not, skills such as embracing change , resilience, continuous practical learning have become paramount.

When you allow skills gaps amongst team members to remain they will be totally overwhelmed by the after effects of the Pandemic as well as the natural occurring business challenges.

Gain a Positively Unfair advantage in Business and in Life…

  • Learn how to Co-create the Vision, value system and goals with your team in an inspiring way, so that the required energy is there for the team to succeed. The Power of a team that truly believes in their cause is magical.
  • Learn how to Coach and Communicate with Your team with great levels of Clarity and Inspiration meaning You will have very little or no resistance from Your Team members and a lot of support.
  • Learn the quickest yet most effective way to identify and address skills gaps so that Your team can hit targets, KPIs and OKRS and Make Your business Thrive and be Sustainable

Two International Experts offer Practical and Easy To Apply Tools For You to Thrive in Business:

Dirk Coetsee (DC) is an International Performance Coach based in Kuala Lumpur. He has Provided Executive Coaching to top Multi-National company Executives as well as team training to small and High Profile Companies in the Oil and Gas, Education, manufacturing, retail and franchising sectors.

Being a business writer, entrepreneur and Coach he has experienced Business from all angles and his Purpose is to help You make Your Company Thrive and be Sustainable.

Dirk Schmellenkamp (DS) has been a Business Developer for several years for well-known brands such as Siemens, Porsche and Macquarie Bank. He has Co-Founded several businesses in South-East Asia and currently focusses on aligning KPI and/or OKR Frameworks  to company Strategies to ensure their financial and non-financial success.



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