Why it’s time to call final curtain on productivity theatre at work
There’s no going back – remote work is here to stay and with it, new ways of working that naturally lend themselves to workers being more autonomous.
The benefits to employees are well documented. From greater flexibility for working parents, to increased wellness and a reduction in mental health issues, on the whole, remote work as a result of the pandemic has revolutionised work-life balance for the better.
Optical Illusion
But not everyone is happy about it. In fact, according to a recent report by Microsoft, only 12 per cent of leaders say they’re confident their employees are being productive while working from home, despite 87 per cent of employees reporting they are more productive since making the move to a hybrid working model.
Read more: Fintech job seekers advised to look to B2B businesses
And instead of looking at the bigger picture, managers are focusing on what employees are doing rather than what they are achieving. Some are even using technology to track the hours employees are clocking.
This style of micromanagement is fuelling a productivity paranoia that is manifesting itself in performative busyness – a trend that is being called “productivity theatre”. It has resulted from workplace practices such as unnecessary video meetings when an email would have sufficed, to arduous daily work in process documents that only detract from the real job in hand.
Productivity theatre can be demonstrated in many different ways, but the end goal is always the same: to appear to be doing work, even if no work is being done.
Burn out
The real toll of productivity theatre is being reflected in the amount of workers that have changed jobs in the last three years, however UK employees are less likely to move jobs if their working conditions are working for them. Microsoft’s data revealed that employees who have clear guidelines about what is expected of them are four times more likely to stay in their current role.
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So, what can workers and managers do to avoid this kind of conflict and ensure lines of communication are effective in real, and not just performative, terms?
Employees who are most engaged are the ones that receive the most feedback so if you feel like your manager isn’t being clear about what they expect from you, and you’ve resorted to an “always on” approach to keep them happy, ask them to outline clear objectives and key results (OKRs) so you can prioritise your workload, deliver your work on time, and reinforce confidence in your commitment to your role.
Setting boundaries is another practical way to side-step any ambiguity about what is expected of you and what you are capable of delivering. Be honest about what you need from your manager, how you’re feeling about the current way you’re working and back this up with practical examples of how your overall output meets, or even exceeds, expectations month-on-month, or year-on-year.
That being said, sometimes no amount of dialogue can negate a toxic work environment or a leader who doesn’t have confidence in their staff so knowing when to walk away is key. The good news? You have options, and the P2P Finance News Job Board is filled with hundreds of opportunities in companies and organisations that are actively facilitating remote and hybrid working models, like the three jobs below.
Senior Fincrime Manager, Business Banking, Monzo, London
Based in London or working remotely from home, the Senior Fincrime Manager, Business Banking will drive forward the development of business banking fincrime controls across Monzo. You’ll also be tasked with leading the teams responsible for delivering improvements across core systems and proactively identifying and sharing emerging threats and trends across all fincrime teams. See the full job spec here.
Quantitative Analyst, Citi, London
As part of the global spread products fintech quant team, the Quantitative Analyst will work closely with traders, sales and technology professionals to build analytics and processes that enhance the way Citi serves clients. In this role, you’ll create, implement and support quantitative models for the credit trading business, diligently architect and manage the evolution of the code base and will need strong programming skills including experience with Python, SQL, and kdb+/q. A knowledge of C++ and JavaScript are a plus. Apply now.
Counsel – Privacy and Data Protection, Mastercard, London
Reporting to senior managing counsel, the successful Counsel – Privacy & Data Protection candidate will support both the strategy and the daily operations of the cyber and intelligence solutions team, in particular, identity solutions. To qualify for this role you’ll need a law degree, membership to the bar, experience in international privacy, especially European privacy and data protection, and experience in drafting and negotiations. Find out more here.
This article was written by Aoibhinn Mc Bride for Jobbio.
For more great opportunities in finance, check out the P2P Finance News Job Board today