True Productivity Needs Inclusive Practice

Are you a manager or senior leader, wondering how you can make your teams more productive? Have you taken it one step further and thought how this can be done through an equitable and inclusive lens? 

Well if not, let’s explore it together!

The rate of productivity is the heartbeat of any organisation. When we think about having the best creative teams, innovative ideas and problem-solving abilities. We can’t ignore the very reality that people need to be motivated enough to be productive. 

Whilst closely connected, motivation and productivity are not the same. Motivation provides the internal drive to start and persist with tasks, while productivity is the ability to complete those tasks efficiently and effectively. When people feel motivated, they are more likely to focus and maintain consistent effort, leading to higher-quality work. 

How we motivate our people is truly subjective, because each person and team is different. However there are a couple of things to be mindful of, if you're a manager desiring to increase the productivity of your team. 

Productive teams thrive on openness and transparency. So if you haven't been thinking about effective communication. Let's take a moment to think about that now. 

Strong communication is one of the biggest drivers of workplace productivity, but this is not about speaking more but rather it’s about ensuring everyone can contribute and feel heard. Leaders play a critical role in creating communication practices that work for diverse teams.

Firstly, recognise that one style does not suit everyone. People process information differently based on their communication preferences and experiences. Using a variety of communication methods ensures no one is unintentionally excluded. This can look like communicating the same information verbally in a meeting, typed up in an email and potentially discussed one-on-one if some staff members require that. 

Other formats can be:

• Written summaries.

• Visual guides.

• Recordings or demonstrations where appropriate.

This is what equitable practice can look like on a daily basis.

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Organisations should pride themselves on how easy it is for staff, of any level, to communicate throughout the company. Because productivity improves when employees feel comfortable asking questions and sharing ideas without fear of judgement. Some staff may benefit from regular check-ins, while others prefer greater autonomy. Emotionally intelligent leaders recognise these differences and adjust their approach accordingly.

Finding better ways to communicate with staff doesn't need to be difficult. And can be as simple as asking people what their preferred method of communication is and then model inclusive communication behaviours. Leaders should demonstrate active listening, avoid interrupting, acknowledge different perspectives and ensure quieter voices have opportunities to contribute.

When communication is equitable, employees spend less time seeking clarification and feel more connected to their work. By increasing the flow of communication, you unlock a key to creating a collaborative and respectful environment. People look to their leaders/management for direction, but we can all make an impact on how we speak with each other. 

Next, let’s examine how we motivate and encourage one another. 

If your team is unmotivated, you're not getting the best out of them! 

Motivated people generally have a positive attitude towards working. They also help to spread an organisation's good reputation, and improve performance and profit. 

Motivated people are needed in order for you to do well, so to motivate your team:

• Offer opportunities for self-development.

• Avoid micromanaging them; you employed them for a reason so trust them.

• Pay your people what they are worth and reward hard work, dedication and loyalty.

• Ensure the working environment is comfortable and adequate.

Completing meaningful tasks builds confidence, generates a sense of achievement, and encourages continued progress. This creates a positive cycle where motivation fuels action, and productive results reinforce motivation. Organisations that support staff wellbeing are more likely to sustain both motivation and long-term productivity.

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Productive teams need an environment of trust, belonging and safety. Workplaces created with safety in mind communicate, ‘it’s okay for you to be yourself here.’ Be mindful that these characteristics are not simply 'nice-to-have’ in the workplace, but rather essential foundations of sustainable productivity. People perform at their best when they feel confident that they can contribute without fear of embarrassment or unfair consequences.

• Trust encourages collaboration. When people trust their leaders and co-workers, they are more willing to share ideas, ask for support and work together better. Less time is spent questioning intentions or navigating workplace politics.

  
  

• Belonging increases engagement because people who feel accepted and included are more emotionally invested in their work. They are more likely to contribute discretionary effort, remain committed during challenges and take pride in organisational success.

  
  

• Psychological safety fuels innovation. Employees who feel safe to speak up are more comfortable asking questions, admitting mistakes, challenging assumptions, and suggesting improvements. This leads to better problem-solving and continuous learning rather than costly errors being hidden.

  
  

Ultimately, productivity is not driven solely by targets, systems, or technology. It is driven by people. When organisations intentionally create psychologically safe environments, employees are more engaged and motivated. Creating the conditions where both individual performance and organisational productivity can thrive.

And lastly, all these aspects help to develop a healthy culture within the organisation.

Having better communication methods, truly motivating staff and curating safe spaces encourages a shared responsibility for an inclusive culture. This involves different people within the organisation doing their part to develop and maintain it. It needs a healthy balance of what people want and what the organisations needs to survive. 

But it also means recognising our people for who they are currently and what support they need to progress into the person they want to be!

A poignant quote by Gamiel Yafai, ‘Remember that inclusion is not just what we do for ourselves, but it’s rather the things that we do for others!’.