Success Advice
5 Tips to Get More Meaningful Work Done With Less Effort

I take time management seriously, but I didn’t use to. I used to spend hours procrastinating and putting off work, only to have to rush to complete tasks in the last minute just to keep my teachers and my bosses happy. My attention to detail suffered, as did my mental state as I struggled to fight off the anxiety that would creep up every time I was up against a deadline.
Somehow I managed not to fail out of school or get fired for negligence, but I knew that there had to be a better way to get by. Studies have found that people at work are typically only about 30% efficient in their daily activities.
This means, 70% of the time employees aren’t focused 100% on the work they’re supposed to be doing, likely distracted by those around them or other work-related events (i.e. emails, telephone calls, etc.) that are constantly popping up to get their attention. In the time since my “procrastination phase”, I have spent hundreds of hours interviewing people all around the world about their productivity and goal setting habits.
The following are five tips that will help you get more work done with less effort, if you’re willing to put in the time up front:
1. Define what success looks like
The key to getting more done with less effort (and in less time – in many cases) is to start a task with a defined end goal in mind. Ask yourself the following questions:
- What does success look like?
- What is my vision for how it will turn out?
- What purpose will it serve?
Define the parameters of your success for each major task you are working towards. Set time deadlines and delivery deadlines. The more precise you can be, the easier it will be to stay motivated to move forward and remain accountable to yourself and others.
“If you can dream it, you can achieve it.” – Zig Ziglar
2. Identify your most important actions
Think about what actions you must take at each stage to ensure that you reach your definition of success. Having the best strategy in the world to reach a goal will get you nowhere without clearly defined tactics.
If you have multiple tasks to complete within a set period of time, write each tactic down underneath the specified task. Alongside each tactic, write out what measurable outcome will define completion of the tactic along with a deadline for completing it.
An example might look something like this:
Goal – Lose 10 pounds by March
- Exercise (Run for 30 minutes 3 times a week)
- Eat healthy food (Eat 5 vegetables daily. Cut out unhealthy carbohydrates)
- Reduce Calories (Reduce diet to 1500 calories per day)
3. Focus on the hardest part first
We are constantly given reasons to avoid doing work we know that we should be doing. We live in a world full of distractions, and it is easy to get sidetracked by outside projects and commitments that pop up at the last minute.
One way to avoid procrastination and supercharge your productivity, is to commit to doing the most uncomfortable activity you have on your to-do list first thing in the morning, right as you start your day. By doing this, you ensure that you do your hardest activity when you are at your freshest and most focused, and you will do it with more energy and enthusiasm than you would later on.
4. Take action daily
Habits take between 30 and 90 days of repetition to form. Taking action on a daily basis not only allows you to make continual progress towards your goals, it helps form the action-taking muscle that will allow you to regularly take action on new activities and tasks as they arise.
No matter what task you are trying to complete, make sure you identify at least one tactic that you can complete on a daily basis that will contribute to the success of your larger goal.
“A good plan, executed now, is better than a perfect plan next week.” – General George Patton
5. Measure your progress
Finally, don’t forget to measure your progress. This means not only measuring progress towards the completion of the task at hand, but also measuring your capacity to complete each task efficiently and effectively.
For each task, goal or objective you set out to accomplish, keep a careful record of the tactics that make up each. Upon completing (or failing to complete) a defined task, review what happened so that you can learn for next time. Did you complete each tactic outlined under the stated goal?
If you didn’t then you should work to improve your ability to take action on specific tactics. If you’ve completed all of the tactics outlined and still did not manage to complete your task, you should assess the tactics themselves and work to create new tactics to meet your objectives.
What tips would you give to get more done with less effort? Leave your thoughts below!
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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:
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Build diverse talent pipelines
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Embrace flexible work models
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Design compelling career paths
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Simplify HR processes
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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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