Unproductive Tech Habits You Need To Ditch Today

Tech devices are basically happiness. However, there are many pitfalls in technology that can surprise employees and reduce productivity. Here's how to avoid it.

Technology has paved the way for organizations to improve efficiency, create innovative processes, and achieve results that exceed expectations. There is no doubt about it. It is impossible to imagine what the modern world would be like without digitization defining every aspect of our lives. However, like everything, technology has its downsides, which most people are aware of.

However, one weakness that often escapes our attention is our technology habits. We use technology so much in everything that sometimes we can't tell the difference between usability and unproductive technology habits. Organizations are paying the price as their employees often adopt unproductive technology habits at work without realizing it.

In fact, a Forbes article states that over 90% of employees spend between 15% and 40% of their workday on technology. This problem is exacerbated when it comes to hybrid/remote work, as there is a greater chance that these technological habits will take up employees' work days.

A list of the four most unproductive tech habits

So what technical features are we talking about?

1. Check your inbox too often

Email itself leads to one of the most unproductive habits in the tech world. Although this is a great communication tool, we know how our inbox gets filled with spam, promotional emails, emails from linked accounts, etc. Checking our inbox every time a notification pops up is an unproductive tech habit. It causes distraction for no apparent reason and makes it very difficult to focus for long periods of time.

2. Intervention with alerts

Similarly, but more broadly, mobile phones contain more apps that send notifications, making it harder for employees to focus. Besides personal apps, many work apps also cause these obstacles. Once such notifications gain attention, it usually opens the way for mindless browsing and fubbing.

3. Loss of necessary tools

We understand the irony, but not having the right technology tools and platforms is very dangerous. Technology has innovative solutions to overcome the pitfalls, and business users should implement technology tools before it's too late.

4. Lack of ownership

Lack of clear responsibility for tasks is an example of poor management that leads to unproductive results and dissatisfaction. People miss unnecessary calls and meetings, eating up bandwidth and distracting them from the most profitable projects.

5. Wait for "Ok Google" without thinking

For example, easy access to digital tools helps people find quick solutions, but at the same time sometimes hinders their mental processes. When you turn to programs like Google to solve any question that pops into your head, you leave no room for wandering and thinking. An easy way to get out of this technology rut is to stop and think without asking Google for answers.

What's next?

Although the list of unproductive technology habits is much longer, we have focused on the ones that are most common in our daily life and often escape our attention in order to increase productivity. Most of those reading this are devoted to the events we have mentioned.

Now where can the organization intervene in this sense? In fact, they cannot implement a 360-degree monitoring system to monitor every employee and violate their privacy. But this issue shouldn't go unpunished either, as these unproductive technology habits can be disastrous for a business.

There is a relatively easy way out of this dilemma. While organizations cannot dictate to employees how to use or control their devices, they can create an environment conducive to developing productive technology habits in the workplace.

The corporate culture is designed to allow employees to use their bandwidth only for appropriate activities and to support them in demonstrating maximum productivity.

Follow the tips below to avoid technical errors.

1. Organizations can encourage the maximum number of characters in emails so that long emails don't take up employees' day. Email streams should be updated regularly to ensure that only the right people are added to the conversation. It is a good practice to create similar topics with only the right people.
2. By raising awareness among employees, they will be able to examine their unproductive technology habits and find ways to start. Awareness and productivity workshops and talks by experts can help raise awareness among employees about changing the structure of their workday. From setting aside time to check email, to productivity programs, to optimizing and minimizing notifications, there's a lot you can do to focus on what matters most.
3. Organizations and managers are taking responsibility and assigning different tasks and roles to process managers to ensure that productivity is not lost due to confusion. This allows employees to receive messages with only what they need and saves bandwidth.
4. Active search for technological opportunities to transform and revolutionize various organizational processes is an absolute necessity. Lagging in their implementation leads to a loss of productivity and can even result in a loss of competitive advantage for many organizations.

What's next?

Eliminating unproductive technology habits is not an instantaneous process that requires ongoing commitment and awareness from both organizations and their employees. However, once achieved, the same benefits for the organization are sure to leave a mark.

What's more, breaking these habits will have a holistic impact on employees' personal and professional lives. With increased awareness and higher bandwidth, they are able to build better relationships and have higher morale. This will allow them to function at their best and will affect their emotions and relationships in general.

to take

Technical habits are hard to get rid of. That's why we call it a habit. With the right technology solutions and the right goals at your disposal, you can avoid developing unproductive technology habits. It's time to let go of unproductive tech habits and focus on the things that help you get better.

The post Unproductive Tech Habits You Should Ignore Today appeared first on ReadWrite.

Why Your Recruiting Strategy Should Target Military Veterans

Today's job market is constantly changing. Unfortunately, when the market adjusts to many recent failures, companies often lose focus on military personnel recruitment.

Despite all the talk of an impending recession, the unemployment rate in the United States remained at a record low in October 2022. For talent acquisition teams, enthusiastic, reliable and highly qualified candidates can seem like the Holy Grail Holy. But there's a hidden talent market that can provide hiring managers with a strong pipeline of great candidates, and that's our military veterans.

Hiring military veterans brings a number of benefits to organizations in all industries. The boot camps of the military branches weed out those who failed to anticipate the challenges of the nation's defense. After basic or officer training and service, veterans want to make a difference in America.

Connect with this untapped talent pool to fill your next vacancy and see the benefits of hiring veterans.

The current economic trend of the Great Recession is making it harder to find reliable and qualified workers. However, you may find that your new military veterans didn't just quit their jobs. Instead, you will find strong-willed, loyal and hard-working people.

1. Veterans are world-class leaders.

There is no better training program for aspiring leaders than the US military.

Whether enrolled or participating in the National Guard School or Officer Training programs, Soldiers and Sailors all learn leadership skills. And if they passed basic training and continued military service, they went with distinction; They will probably be very useful employees.

Military members come from all walks of life and learn discipline, strategy and how to motivate themselves and others. When it's time to move on to the next stage of your career, your leadership training can be valuable to your employers.

Military life requires teamwork, regardless of service branch or seniority. Without cooperation, understanding and respect, their lives and mission are at risk. This integrity and commitment to excellence is an asset that every veteran brings to employers, corporate contacts and clients.

Identify transferable leadership skills gained through military service to strengthen your organization with experienced talent. Military personnel have learned to "learn how to learn," a skill that takes time and money to learn in your organization. Expand your criteria to include more than just officers or squad leaders.

Veterans whose service includes multiple missions, awards and other achievements make an important contribution. Of course, not all military personnel are formal leaders, nor should they be. But their contributions to projects and teams beyond the battlefield make veterans eligible for recruitment.

2. Ambiguity and changing priorities do not exclude veterans.

If there's one thing military service teaches a person, it's to be adaptable and flexible when plans change.

Variables are common on the battlefield, during a strategy session, or while testing high-tech equipment. Not everyone handles ambiguity well, but veterans are used to making calm decisions in situations with imperfect information.

After a season of service, most veterans are ready to go with future-oriented plans in mind. Similarly, a vet's years of service prepares them for quick thinking and strategy implementation.

In civilian work, your calm and collected demeanor can improve results in dynamic challenges. Crises can create panic in a group, even if a group consists of many individuals selected for their skills and cultural attitudes. Battle-hardened veterans can lead by example without a leadership degree.

Think about the areas in your organization that could benefit from an employee who is comfortable with flexibility. Create updated job descriptions that reflect these skills so vets looking for employment can easily find a match. And after associates, make sure their input is used on teams where their unique perspectives add value.

3. Vets are managing deadlines and supplies.

When you're used to dealing with life and death situations every day, everything else seems difficult.

And while the stakes aren't as high for most post-military jobs, the Patriots' sense of urgency is priceless. So when you're recruiting, think about recruiting military veterans.

Army mobility schedules, cybersecurity response, and other high-risk situations allow veterans to plan accordingly. And as reality changes requirements, such rigorous training brings with it a deep appreciation for the tasks performed.

For employers whose bottom line and profit margins are managed around convenient commitments and timelines, veterans bring lasting value.

In technology, for example, time-sensitive tests and development plans must be well evaluated and managed to proceed. Additionally, veteran project managers' understanding of contingencies, risks, and variables exceeds what is achieved through traditional PM training.

In an environment driven by your time constraints, hire veterans whose military experience is combined with an understanding of mission planning. Former officers and training leaders familiar with large teams and battle plans can quickly apply their service experience.

Be open to their new military perspectives and approaches – they may have broad ideas to enable business transformation.

4. Ex-military bring valuable perspectives.

The conversation about cultural fit is increasingly on the lips of recruiters, business leaders and job applicants. As companies adjust their hiring practices to ensure an ethnically diverse workforce, conflicting ideas and different life experiences emerge.

The military experience takes people around the world and gives them a first-hand view of different cultures and ideas.

Sometimes our soldiers perform duties in crowded inner cities; In other cases, soldiers are stationed in remote and underdeveloped communities. Embedded in this environment and in their military service, they gain global perspectives. We want these attitudes and philosophies in our companies.

Veterans' life experiences are how they live and contribute to the world. Keep in mind whether the candidate's service will include time away from where your organization is located. Your international career will affect the way you interact with others, especially when language and cultural differences are taken into account.

Explore applications for open positions and look for hints of international experience and superior cultural awareness. Consider how a veteran's extensive experience can enhance the makeup of your team and benefit the clients you serve.

If your company has expansion goals in its strategic plan, hiring people with international experience is important. Additionally, a broader understanding of the human condition and the global environment often accompanies military service, equipment improvement, and commercialization.

Hiring veterans offers a number of benefits

Adding veterans to your roster can improve your organization's effectiveness, but the benefits of recruiting veterans don't stop there.

Hiring the nation's best helps communities thrive, especially as many veterans retire before the traditional retirement age. With many years of productive work ahead of them, veterans bring significant contributions and world-class perspectives rarely found elsewhere.

Veterans improve the quality of work and services provided by your organization and give you an edge over the competition.

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Why Your Recruiting Strategy Should Target Military Veterans appeared on ReadWrite.