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8 Habits Of Those Who Are Highly Productive

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Ever wonder how some workplace superstars or successful entrepreneurs seem to get more done in an hour than what others are able to accomplish in a day? Fortunately, many of the habits that make these people ultra productive can be developed with enough practice.

Here are 8 habits of the highly productive people:

1. They stick to a schedule during meetings

How many times have you been in a meeting and thought to yourself, this is pointless? Why wasn’t this sent as an email? Why is everyone getting off the meeting schedule and talking about stuff that is absolutely irrelevant? People who stay on task during meetings get more done.

So whether you’re the boss, or a member of the team, make sure that the meeting doesn’t meander. Stay on agenda, get your points across, and if somebody starts to talk about where you’re going for happy hour or the newest meme circulating on Facebook, shut it down.  

“By failing to prepare, you are preparing to fail.” – Benjamin Franklin

2. They map their days like their meetings

So, you come into a meeting totally prepared. You have an agenda, you know exactly what questions have been burning in your brain, and you know exactly what you need to say to get the job done. So why don’t you come that prepared to the other events in your life?

People who plan out their day tend to be more productive. If you spend just five minutes writing down a list of the top three things that need to get done in one day, it’s more likely that it will be executed. And don’t forget that every minute spent planning is 10 minutes saved in execution.

 

3. They remove themselves from the problem

People who don’t take a break from the task at hand, or remove themselves from the situation in any way tend to be too close to the problem. Therefore, the solution is harder to see. So give yourself a break, but don’t take it as an excuse to procrastinate. We all know the difference.

 

4. They don’t talk about it, they are about it

A good friend of mine in college used to say, “don’t talk about it, be about it.” What he meant was when I would say vague things like, “I want to try this” or “I want to go there”, he would say to me, “don’t talk about trying it, try it.” “Don’t talk about wanting to visit a place, visit!” If you get an email? Answer it. Don’t let it sit in your inbox. That wastes more time. Either act on it, or delegate it away.

 

5. Learn to say no

The biggest thing getting in the way of any person achieving their goals is taking on too much. Whether it’s too much at work, or too much at home, being a martyr in that sense is the biggest productivity buzz kill. The best skill you can learn is to learn when to tell people no.

Sometimes saying no to someone does not mean you are a bad person or a lazy person, it just means whatever they’re asking you to do will not make you the best version of yourself. The best version of yourself has time to concentrate on the projects you’ve already said yes to.

The best version of yourself has time to take that long bath you always look forward to, or to take your kids to soccer practice. While being a yes-man might seem like a good idea at the time (because let’s face it, who wants to be that guy at the office?), highly productive people know that spreading yourself too thin gets you nowhere.

 

6. Sleep more

If you don’t take care of yourself how are you going to take care of anybody else? While we might think we can get more done by sleeping less, (that gives us more hours in the day, right?) but studies show that when you have a lack of sleep, your ideas aren’t as good, your brain is less sharp, and in general you are less productive. Productive people take care of themselves and make sure to create an optimal sleep environment.

 

7. Make your long-term goals your short-term goals

When you make a very vague long-term goal, they are harder to achieve. Because saying that you want to be CEO of your company, or that you want to get a record deal isn’t specific enough. That gives you as a person the leeway to give up.

Now if you have a short-term goal that actually is attainable that will propel you to your long-term goal, you are more likely to attain your long-term goal because the short-term goals are easier, and the sense of satisfaction you get from attaining the short-term goals will drive you to continue to push to not only make more short-term goals but to achieve the long-term goal at the end of the road.

“All successful people men and women are big dreamers. They imagine what their future could be, ideal in every respect, and then they work every day toward their distant vision, that goal or purpose.” – Brian Tracy

8. They make it home for dinner

We are more than our job and we are more than our goals. We are fathers, we are sons, we are sisters, we are athletes, and we are spouses. People who lose sight of that, will never make it. So whatever that means to you, whether it’s making sure that you get home every night to have snuggle session with your kitty, or it means spending time on the phone with your mom, the things that feed our soul keep us going.

And trust me, it’s easy to procrastinate when there is nothing else driving you to be the best version of yourself that you can be.

How do you stay productive? Please leave your thoughts in the comment section below!

Janet Miller is a solopreneur who is also the breadwinner in her family. She lives a frugal life and spends much of her free time writing, learning and pursuing the entrepreneurial dream. You can reach her here.

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The Entrepreneur’s Reading List That Transforms Ideas Into Empires

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The Leadership Shift Every Company Needs in 2025

Struggling to keep your team engaged? Here’s how leaders can turn frustrated employees into loyal advocates.

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In workplaces around the world, there’s a growing gap between employers and employees and between superiors and their teams. It’s a common refrain: “People don’t leave companies, they leave bad bosses.”

While there are, of course, cases where management could do better, this isn’t just a “bad boss” problem. The relationship between leaders and employees is complex. Instead of assigning blame, we should explore practical solutions to build stronger, healthier workplaces where everyone thrives.

Why This Gap Exists

Every workplace needs someone to guide, supervise, and provide feedback. That’s essential for productivity and performance. But because there are usually far more employees than managers, dissatisfaction, fair or not, spreads quickly.

What if, instead of focusing on blame, we focused on building trust, empathy, and communication? This is where modern leadership and human-centered management can make a difference.

Tools and Techniques to Bridge the Gap

Here are proven strategies leaders and employees can use to foster stronger relationships and create a workplace where people actually want to stay.

1. Practice Mutual Empathy

Both managers and employees need to recognize they are ultimately on the same team. Leaders have to balance people and performance, and often face intense pressure to hit targets. Employees who understand this reality are more likely to cooperate and problem-solve collaboratively.

2. Maintain Professional Boundaries

Superiors should separate personal issues from professional decision-making. Consistency, fairness, and integrity build trust, and trust is the foundation of a motivated team.

3. Follow the Golden Rule

Treat people how you would like to be treated. This simple principle encourages compassion and respect, two qualities every effective leader must demonstrate.

4. Avoid Micromanagement

Micromanaging stifles creativity and damages morale. Great leaders see themselves as partners, not just bosses, and treat their teams as collaborators working toward a shared goal.

5. Empower Employees to Grow

Empowerment means giving employees responsibility that matches their capacity, and then trusting them to deliver. Encourage them to take calculated risks, learn from mistakes, and problem-solve independently. If something goes wrong, turn it into a learning opportunity, not a reprimand.

6. Communicate in All Directions

Communication shouldn’t just be top-down. Invite feedback, create open channels for suggestions, and genuinely listen to what your people have to say. Healthy upward communication closes gaps before they become conflicts.

7. Overcome Insecurities

Many leaders secretly fear being outshone by younger, more tech-savvy employees. Instead of resisting, embrace the chance to learn from them. Humility earns respect and helps the team innovate faster.

8. Invest in Coaching and Mentorship

True leaders grow other leaders. Provide mentorship, career guidance, and stretch opportunities so employees can develop new skills. Leadership is learned through experience, but guided experience is even more powerful.

9. Eliminate Favoritism

Avoid cliques and office politics. Decisions should be based on facts and fairness, not gossip. Objective, transparent decision-making builds credibility.

10. Recognize Efforts Promptly

Recognition often matters more than rewards. Publicly appreciate employees’ contributions and do so consistently and fairly. A timely “thank you” can be more motivating than a quarterly bonus.

11. Conduct Thoughtful Exit Interviews

When employees leave, treat it as an opportunity to learn. Keep interviews confidential and use the insights to improve management practices and culture.

12. Provide Leadership Development

Train managers to lead, not just supervise. Leadership development programs help shift mindsets from “command and control” to “coach and empower.” This transformation has a direct impact on morale and retention.

13. Adopt Soft Leadership Principles

Today’s workforce, largely millennials and Gen Z, value collaboration over hierarchy. Soft leadership focuses on partnership, mutual respect, and shared purpose, rather than rigid top-down control.

The Bigger Picture: HR’s Role

Mercer’s global research highlights five key priorities for organizations:

  • Build diverse talent pipelines

  • Embrace flexible work models

  • Design compelling career paths

  • Simplify HR processes

  • Redefine the value HR brings

The challenge? Employers and employees often view these priorities differently. Bridging that perception gap is just as important as bridging the relational gap between leaders and staff.

Treat Employees Like Associates, Not Just Staff

When you treat employees like partners, they bring their best selves to work. HR leaders must develop strategies to keep talent engaged, empowered, and prepared for the future.

Organizational success starts with people, always. Build the relationship with your team first, and the results will follow.

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