Measurement done right can transform your organization. It can not only show you where you are now, but can get you to wherever you want to go. Measurement is important to high performance, improvement, and, ultimately, success in business, or in any other area of human effort. Measuring what matters is more important than most things we do. Here are 5 ideas for how to become more conscious of what you can stop doing, in order to make the time for performance measurement.

1. Stop reporting measures that no one uses. Be daring—stop reporting what you know isn’t being used, and if anyone notices, use it as an opportunity to start a conversation about how to decide what is worth measuring and reporting.

2. Reduce your time in meetings and the number of meetings you attend. Meetings always take longer than they need to. The big time wasters are tangents, people arriving late and violent agreements that mistakenly sound like useful debates. Start on time, finish early and diplomatically manage the discussion. Reduce and Agree only to meetings that have a clear purpose that is aligned to your role and responsibilities. Don’t go to meetings out of obligation or interest alone.

3. Rank your main concerns and drop the bottom 10. List your tasks, both what you are doing and what you should be doing, and rank them in order of importance. Simply stop doing the bottom 10—they are likely to have consequences far less than failing to measure what matters. Design your weekly schedule to make time for measurement. Set a regular time in your diary that you block out for measurement related activities, and then put the remainder of your tasks around that. Put the big rocks (the important stuff) in first and you’ll fit more of the smaller rocks in anyway.

4.Bring up measurement in conversations and existing meetings. Don’t wait for measurement time. Use natural conversations that have even minor importance to performance and results as an opportunity to talk about measures that matter. Set yourself progress goals for choosing, creating and using measures, and reward yourself when you achieve them. You can get others to hold you accountable. Agree progress goals with your manager or colleagues or customers for choosing, creating and using measures. Set regular check in time with them to pat you on the back or face the music.

5.Save time by stopping when it’s good enough. Stop over processing whatever you do, and get clear about the point at which you’ve done what will work, and don’t waste time.

To keep the creative juices flowing, employees should be receptive to criticism

Researchers have been curious about whether negative feedback really makes people perform better, particularly when it comes to completing creative tasks. The literature has been mixed about this. In a recent investigation, Kim, who in May will join the Cambridge Judge Business School as an assistant professor, observed –– through a field experiment and a lab experiment –– and reported on how receiving negative feedback might impact the creativity of the recipients(接受者).

In both studies, Kim found that negative feedback can inspire or prevent creative thinking. What is most important is where the criticism comes from. When creative professionals or participants received criticism from a boss or a peer, they tended to be less creative in their subsequent work. Interestingly, if an individual received negative feedback from an employee of lower rank, they benefited from it and became more creative.

Some aspects of these findings seem intuitive(凭直觉的). “It makes sense that employees might feel threatened by criticism from their managers,” says Kim. “Supervisors have a lot of influence in deciding promotions or pay raises. So negative feedback from a boss might cause career anxieties.” It also stands to reason that feedback from a co-worker might also be received as threatening because we often compete with our peers for the same promotions and opportunities.

When we feel that pressure from above or from our peers, we tend to fixate on the stressful aspects of it and end up being less creative in our future work, says Kim.

What Kim found most surprising was how negative feedback from their followers (employees that they manage) made supervisors more creative.

“It’s a bit counterintuitive(反直觉的) because we tend to believe we shouldn’t criticize the boss,” says Kim. “In reality, most supervisors are willing to receive negative feedback and learn from it. It’s not that they enjoy criticism –– rather, they are in a natural power position and can cope with the discomfort of negative feedback better.”

The key takeaways: bosses and coworkers need to be more careful when they offer negative feedback to someone they manage or to their peers. And feedback recipients need to worry less when it comes to receiving criticism, says Kim.

“The tough part of being a manager is pointing out a follower’s poor performance or weak points. But it’s a necessary part of the job,” says Kim. “If you’re a supervisor, just be aware that your negative feedback can hurt your followers’ creativity. Followers tend to receive negative feedback personally. Therefore, keep your feedback specific to tasks. Explain how the point you’re discussing relates to only their task behavior, not to aspects of the person.”

In short, anyone who wants to offer negative feedback on the job should do so attentively and sensitively and to promote creativity at work, we should all be receptive to criticism from supervisors, peers and followers.

Imagine that work had taken over the world.It would be the centre around which the rest of life turned.Then all else would come to be subservient(服从于）to work.Then slowly,almost unconsciously,anything else-the games once played,the songs sung now,the loves fulfilled,the festivals celebrated-would come to resemble and finally become work.

And how,in this world of total work,would people think and sound and act?Everywhere they looked,they would see the pre- employed,employed,post-employed,underemployed and unemployed,and there would be no one uncounted in this census(人口普查）。Everywhere they would praise and love work wishing each other the very best for a productive day,opening their eyes to tasks and closing them only to sleep.Everywhere virtue of hard work would be championed as the means by which success is to be achieved,laziness being considered as the gravest sin(罪孽）。 Everywhere among content-providers,knowledge-brokers,collaboration architects and heads of new divisions would be heard endless chatter about workflows,about plans and benchmarks(基准）。

In this world,eating,resting,exercising,meditating and commuting(act of travelling back and forth between home and work)would all be beneficial to good health,which would,in turn,be put in the service of being more and more productive.No one would drink too much,and some would just take a little of psychedelics(迷幻剂）to enhance their work performance.

What is so disturbing about total work is not just that it causes needless human suffering but also that it removes the forms of playful contemplation(沉思）concerned with our asking,thinking and answering the most basic questions of existence.There is,to begin with,constant tension,an dominant sense of pressure associated with the thought that there's something that needs to be done, always something I'm supposed to be doing right now.Secondly,one feels guilt whenever he is not as productive as possible

The burden character of total work,then,is defined by ceaseless,restless,upsetting activity, anxiety about the future,a sense of life being overwhelming,thoughts_about missed opportunities, and guilt connected to the possibility of laziness.In short,total work necessarily causes dukkha,a Buddhist term referring to the unsatisfactory nature of a life filled with suffering.

In addition to causing dukkha,total work blocks access to higher levels of reality.For what is lost in the world of total work is art's disclosure of the beautiful,religion's glimpse of eternity(永恒）， love's pure joy,and philosophy's sense of wonderment(a feeling of pleasant surprise or admiration). All of these require silence,stillness,a wholehearted willingness to simply understand.

When is it time to start thinking about a new job？Is it acceptable to switch jobs to work with a close friend？Can you leave an employer after the two-week training period is up？Should you stick with the same employer for over a year, even though you aren’t learning anything new?

As with so many things in life, these are questions only you can answer. However, there are several considerations to take before you terminate your employment.

The hiring process is costly and time-intensive, and your employer has decided that you are worth the effort. This is a big responsibility and privilege. While it doesn’t mean that you have to remain at a job for the rest of your life, you should be fair enough to give the employer at least a few months of your time. Get through the training, settle into a routine, and then decide. If you still don’t like it or something better comes up, you’ll at least know you tried.

Perhaps your best friend just started at the counter of the local gym, and it sounds like fun. Maybe you found an opening for a job you’ve been wanting for years. It could just be that you’re bored and looking for something new. No matter what it is, however, make sure you take the time to weigh the pros and cons. Working with a friend might be fun for a while—until you both want the same Saturday off to go to the lake. The job of your dreams might pay less or offer fewer hours. If you’re bored, there’s a chance that another job might provide a temporary solution but not give you whatever it is you are seeking.

You’re young, and the possibilities for your future are endless. While the teen job you have now isn’t necessarily going to map out your entire life, there’s nothing wrong with making decisions that will provide you with more opportunities later on in life. If you want to be a doctor, working at the hospital gift shop might be a better choice than flipping burgers. If you want to be a chef, the reverse is true. If your current job isn’t necessarily aligned with your future, you might want to consider switching jobs.

No matter what you decide, remember that the longer you are at a job, the better it looks on your resume. An employer who sees that you switch jobs every few months might not prefer you over a   candidate who was with his or her former employer for a year. For working teens, dedication and commitment always look good.

Why Should You Be an Intrapreneur at work?

Wikipedia defines intrapreneurship as “the act of behaving like an entrepreneur while working within a large organization.” In my view, intrapreneurs are people who have a strong interest in thinking outside the box, pushing new ideas forward in their companies and speaking their mind.

Taking this road isn’t usually a popular choice. It’s easier to go with the flow, collect your paycheck and call it a day. However, the benefits of being an empowered, vocal (直言不讳的) employee are huge. Becoming an intrapreneur at work can help your career and even the careers of people around you in a variety of ways.

Speaking up when something isn’t going as you think it should - even if it’s just the way a project is being approached - demonstrates confidence and forward thinking. If you’ve never viewed yourself as a leader, this might seem very daunting (使人畏缩的) at first. And many people, women especially, might even feel as though they need permission to make their voice heard. The following quote opened my eyes and shifted my perspective on this many years ago:

“The thing women have yet to learn is nobody gives you power. You just take it.”

-Roseanne Barr          

Even if they disagree with you, your colleagues are more likely to respect you as a professional if you demonstrate assertiveness (自信) and independent thinking. Respect yourself and your own ideas, and others will respect you in turn.

Intrapreneurs understand that their careers are in their own hands. If they’re unhappy at work or don’t like something about their workplace or responsibilities, they don’t complain about it; they take steps to change it. Being active instead of passive about your goals and personal vision will make you happier - with your job and yourself - in the long run.

Vocal employees are more likely to produce a culture where everyone believes they can contribute to a larger conversation about the company and its future. This is the key to producing a truly collaborative (协作的) culture that fosters loyalty.

Intrapreneurs don’t think of an idea and then shelve (搁置) it because “the boss will never go for it.” They push forward and ensure their ideas have a voice. They also think creatively about finding a way to make the idea fit within an existing initiative or program. Without people who’re willing to go to bat for their ideas, nothing new and innovative is likely to happen.

Wouldn’t you rather be that person?

NEBOSH IGC

It is a known fact that gas and mining companies tend to encounter evident risks such as fire and chemical exposure. However, this does not mean that other industries are free of health and safety risks. Even those regarded as safe workplaces such as those in IT and education fields can threaten the health and safety of employees. For example, using a computer for more hours than normal can cause muscle problems, spinal cord（脊髓）issues, and tiredness. On the other hand, the employees in the business sector can face tremendous stress ——the modem main cause of several physical and psychological disorders. These facts prove that health and safety dangers exist in any industry. Therefore, it is vital to train the employees in occupational health and safety.

One such course that is designed for the workers of all industries is the NEBOSH IGC in Rawalpindi, Islamabad. Designed by the NEBOSH or National Examination Board in Occupational Safety and Health, the course has become the UK's criterion for health and safety measures. It is suitable for all professionals who need a fundamental understanding of safety and health concerns. A professional can choose to take this course either via an instructor-led classroom or via online e-Learning modules.

Classroom training is best for those who prefer face-to-face interaction for learning as well as for getting instant feedback from the instructors. These are the people who learn more effectively in the presence of a teacher.

However, most professionals are choosing the online e-Learning course for gaining the NEBOSH IGC in Islamabad, as it has proved more effective and convenient The biggest benefit of online learning is that it is the most flexible way to learn at any time and from anywhere, something that today's busy professionals can do despite their busy schedules.

Another benefit is that the online course is backed by 24/7 support. This helps you to get the desired assistance as well as feedback from online instructors even late at night or early in the morning. Further, because you can access the modules anytime through the Internet, the training happens at your own pace, which is required for effective learning. If you decide to take advantage of the training online, you can expect to invest around 75-80 hours in learning. There is truly no need to join a class or any institution for taking NEBOSH training courses in Rawalpindi, Islamabad. The online NEBOSH courses help you save time and energy while effectively learning the work-related health and safety basics.

Being productive can be hard. Perhaps you've fallen into a routine of getting up at a certain time, getting into work and slumping down at your desk or place of work with no energy and motivation. Research has found there is an ideal structure to your day that creates best results and also the flexibility you wish for. The problem with your current tradition of working is that it forces you to work when your brain isn't motivated. Traditionally you Have a long day to get your work done and your brain needs to be in the relaxation mode all day. but more often it's hard for you to focus on one thing all the way.

According to the research, the best way to achieve best work productivity is to focus on the first 3 hours of your day. This is the best time straight after sleep when your will power and self-control is at the maximum.

How often have you dragged yourself to work and headed straight for the coffee machine because you can't possibly function until you drink up at least your third cup of coffee? This is where you're potentially going wrong the first 3 hours of your day will eventually make you or break you. It's during this period that you can make the most of your clay. Creating a routine where the first 3 hours of your day are the intense periods of work will actually cause you to complete the majority of your work at a best level, leaving the rest of the day for your brain to relax and deal with fewer laborious projects.

To carry out the 3-hour morning, you should try and start a routine of getting up early because the more hours you have in the morning, the more time you have to be productive for the rest of the day. It's also essential that you start the day with a protein-rich breakfast, which means the right kind of fuel for your brain and the rest of your body so you can work at your best level. After getting up, you should ensure that there are fewer people to distract you or cause you stress. To be exact, make sure you put away your phone and make a conscious effort not to check social media for the first 3 hours. Besides? listening to music such as sounds of nature is a good way to help stop outside noises from interrupting your concentration.

Fighting the curse of presenteeism

“ It’s true hard work never killed anybody, but I figure, why take the chance?” Beyond a certain level, extra effort seems to be self-defeating. Studies suggest that, after 50 hours a week, employee productivity falls sharply.

But that doesn't stop some managers from demanding that workers stay chained to their desk for long periods. Jack Ma, the founder of Alibaba, recently applauded the "996” model, where employees work from 9am to 9pm, six days a week, as a huge blessing”. However, to modem office workers presenteeism is a curse.

There will be days when you do not have much to do, just waiting for someone else to respond to a request. As the clock ticks past 5pm, there may be no purpose in staying at your desk. But you can see your boss hard at work and, more important, they can see you, So you make an effort to look busy.

If bosses do not like to go home before their underlings （下属）and underlings fear leaving before their bosses, everyone is trapped. Staff may feel that they will not get a pay rise, or a promotion, if they are not seen to be putting in maximum effort. This is easily confused with long hours. Managers, who are often no good at judging employees’ performance, use time in the office as a measurement.

But presenteeism has more serious consequences. As well as reducing productivity, this can increase medical expenses for the employer. According to a study, these costs can be six times higher for employers than the costs of absenteeism among workers. To take one example, research found that Japanese employees with lower-back pain were three times more likely to turn up for work than in Britain. As a result, those workers were more likely to experience greater pain and to suffer from depression. What could be more discouraging than being in pain while feeling trapped at work?

“None of this is to say that employers are not entitled to expect workers to be in the office for a small amount of time. Unavoidably there will be a need for some (preferably short )meetings. Dealing with colleagues face-to-face develops friendships, allows for a useful exchange of ideas and enables workers to have a better sense of their common needs.

With portable smartphones and laptops, we can work at home as easily as in the office. Turning an office into a prison does nothing for the creativity that is increasingly demanded of office workers as routine tasks are automatic. To be productive you need presence of mind, not being present in the flesh.

How many cabs in New York City? How many tears in a bottle of wine? These aren’t just the lyrics (歌词)to a song by the Australian musician Paul Kelly. They are the kind of questions you are likely to be asked during a job interview.

In recent years, it has become common for bosses to ask interview questions that are impossible to answer. There is no right answer to these “brainteasers”. Instead, they are supposed to help an interviewer calculate an applicant’s ability to reason. What matters is how you come to the conclusion, not what conclusion you arrive at.

Brainteasers started out in management consultancy firms. Young graduates hoping to join the company would be asked: “How many phone booths are there in Manhattan?” They weren ’ t expected to blurt out (脱 口说出)a random number — instead, they were expected to show they could solve even the most stupid problem.

As consultants swarmed across other organizations, they bought their inscrutable (难 以理解的)questions with them. Now, people applying for a job in a call centre can expect to be asked how a nuclear power plant works.

While many bosses have great confidence in how good or effective brainteasers are, a research paper published in the journal Applied Psychology found they are useless for spotting the best candidate for the job. What they are great for is to make employers feel like intellectual giants.

The study’s findings are not surprising. Studies have repeatedly found that most methods of selecting job candidates are hopelessly flawed (有缺点的).Job interviews are among the worst way of picking the right person for the job.

The results of this research raise the question: if interviews are bad at picking the right person for the job, what are they there for? One feeling I have is that many job selection processes are thinly disguised (伪装的)forms of suffering, designed to make applicants feel worthless and boost the confidence of the person asking the question.

Think about the extensive list of personal skills required for even the most lowly entry-level job. Or those painful assessment centres where you are supposed to play nice with people you are competing against to get the job. And then there are the firms that ask applicants to make a presentation to convey how awesome the firms are. All these exercises seem designed not to get the best person for the role, but to assure the boss how great they are, and remind you just how lucky you would be to get this boring job.