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5 Productivity Hacks for Chronic Procrastinators

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Being a chronic procrastinator is an issue that many individuals face. The most difficult part of it is finding the motivation to get your tasks started in advance.

Check out these five productivity hacks to keep in mind next time you’re feeling like putting off whatever it is you should be doing now:

1. Complete the most difficult task first

Part of procrastination is psychologically based. For this reason, it is important to fix that mindset that dictates you a given task is terrible and it should be avoided. By tackling the most painful task first, you will make your mind know that the rest of the process will only be easier. And so, by starting out with the biggest challenge you will be able to complete the rest of your tasks more dynamically and definitely not at the last minute.

“It is our attitude at the beginning of a difficult task which, more than anything else, will affect its successful outcome.” – William James

2. Set an alarm for noon

Nothing brings you down so much as the realization that you haven’t completed one task by noon, isn’t that right? This is precisely why it is imperative that you set an alarm for the middle of the day to force you to get to work and get your jobs done. Another trick is to set the alarm several hours early to trick yourself to being on schedule. Any of these methods can be quite effective in getting your tasks started – and, as Edmund Spenser famously said, “each goodly thing is hardest to begin.”

 

3. Organize your tasks on a schedule

One of the primary causes of procrastination is lack of organization. If you truly lay out what you need to get accomplished within your week and set realistic deadlines, you will not only be able to get your tasks done, but also stop dreading the tasks in front of you. Make sure to tick or cross out a position once completed – this little gimmick will set your brain on a ‘reward’ mode and give you a boost of fresh motivation to continue.

 

4. Set a timer for ten minutes

One great way to break the cycle of procrastination is to set a timer for ten minutes. It will allow you to focus on one task and complete it without the unwanted breaks or delays. The best way to use this tool to your advantage is to make a list of tasks and determine how much time they will likely take to complete. Then, divide the smallest tasks into ten minute periods each. After getting through the list, you will feel empowered and ready to complete even more tasks ahead of schedule.

“Know the true value of time; snatch, seize, and enjoy every moment of it. No idleness, no laziness, no procrastination: never put off till tomorrow what you can do today.” – Philip Stanhope

5. Divide a larger task into a set of smaller tasks

Tasks that seem too large in size take more time to complete, inspiring procrastination and convincing your brain you’re never going to get it over with. By dividing a larger task into a set of smaller tasks, you will be able to move from one success to another and meet even the tightest of deadlines. Take the nearest task at hand and break it into parts, then approach each one with the thought that it will soon be over – your idle side will definitely appreciate that.

Procrastinating is something that is more related to your mindset than the actual tasks in front of you. If you commit yourself to sit down and organize your affairs at least once every month, you will be able to achieve a great deal of progress on your assignments by completing them on time.

How do you beat procrastination? Please leave your thoughts below!

Sophia Mest is a Content Manager at BizDb, where she aspires to put her writing passion into practice and spread her words across the world. She spends her free time travelling and exploring the wonders of nature. Follow her on Twitter @MestSophia.

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Success Advice

Why One-Size-Fits-All Leadership Will Always Fail (and What Works Instead)

The surprising truth about leadership styles that can make or break your team’s success.

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Why one-size-fits-all leadership doesn’t work
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Leadership has always been as much about people as it is about performance. Ken Blanchard, in his influential book, “The One Minute Manager”, put it simply: different strokes for different folks. (more…)

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What Every New CEO Must Do in Their First 100 Days (or Risk Failure)

Your first 100 days as CEO could define your entire legacy, here’s how to make every move count

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When Tim Cook took over from Steve Jobs at Apple, the world watched with bated breath. Jobs wasn’t just a CEO; he was a visionary, an icon, and a legend of innovative leadership. (more…)

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Entrepreneurs

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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Bridging the gap between employees and employers
Image Credit: Midjourney

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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Entrepreneurs

What Makes an Entrepreneurial Leader? Traits of the World’s Best Innovators

Inside the mindset of entrepreneurial leaders who transform risk, passion, and vision into world-changing results.

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