Personal Efficiency Program


The Personal Efficiency Program develops the skills of efficiency (getting things done with the least amount of effort) and effectiveness (concentrating effort on doing the right things) both in an individual and on organisational context.

PEP helps to improve efficiency and productivity of office workers to develop the skills necessary to ensure the daily, weekly, and ongoing activities support their objectives and activities, project and key result areas, and reflect the mission, vision and business goals of their organisation.


PEPWorldwide programs result in life-changing and sustainable behavioural changes to improve efficiency and productivity, with the following proven outcomes:

  • An extra two hours per day, on average, which can be focused on important activities
  • Learning how to avoid the “urgency culture”, which enables people to be proactive rather than merely reactive
  • Improved work habits, including the ability to prioritise and productively manage workflow, also minimising procrastination and disruptions
  • Flexibility, through improved organisational skills and less reliance on paper
  • The ability to better utilise technology and systems to store and quickly retrieve information
  • An overall cost reduction for the organisation and a greater ability to achieve company-wide goals
  • Less stress, more control over workload and a better work-life balance

Structures And Modules

PEP solutions change behaviour by implementing our unique format of:

  • Three separate days of learning over six to eight weeks support the establishment of new work habits.
  • Brief, focused workshops followed by intensive individual coaching at participants’ workstations.

Click here to download a copy of PEP Structure and Modules as a full-screen PDF document

Solution Areas

People Development and Retention

  • Foundation tool to give managers and their team more time to achieve the strategic initiatives
  • Tools provided to help their people achieve in their roles
  • Work with Managers to ensure that their teams are more focused on the strategic objectives
  • Assists with creating role clarity for people – so they know what they should be doing
  • Improve morale, reduce stress and achieve greater work life balance

Performance Management Systems

  • Provide managers the tools to provide tangible evidence of performance
  • Allows both the employee and the manager to ensure the work achieved is proactive
  • Identify ways to minimize the reactive time within roles and the team
  • Managers can use the PEP tools to manage non-performers
  • Improve team communications and deliverables

Reducing costs

  • Savings of PEP at an average of 20% identified 4 people doing the work of 5
  • Can reduce costs with paper storage and usage
  • Can reduce cost of hardware, eg. Filing cabinets
  • Can reduce cost of network usage, storage and backup of electronic information
  • Can reduce costs of Archiving records offsite

Implementing a Management/Development Leadership Program

  • Assist managers to find the time to implement the program and make their own behavioural change
  • By implementing PEP prior to the MD program, the company is seen as investing in its managers and recognizing that they are going to be asking more of them
  • Provides a tool for accountability to change by managers
  • Great kudos for the HR department who is implementing the program – as it does create behaviour change

Implementing a Culture Change Program Company Wide

  • A foundation tool to assist employees to be more efficient, find the time to implement and practice the required change.
  • By implementing PEP prior to the culture change initiative/program, the company is seen as investing in its managers and recognizing that they are going to be asking more of them
  • Ensures focus on the agreed behaviours required of the change

Developing Individual Development Plans (IDP)

  • Ensuring that staff is focused even more on the strategic and proactive work – the right things.
  • Provides managers with the time and tools to implement the IDPs and manage the people on a regular basis
  • Managers can use the PEP tools to manage non-performers
  • Improve team communications and deliverable
  • Everyone is using the same systems and understand the accountabilities and plans

Team Building

  • Develop agreements as a team on effective team behaviour
  • Assist in developing accountability of these agreed behaviours
  • Understand the team’s different work preferences and what strategies can be used to help improve communication and our own styles around the different styles
  • Develop agreed plans to ensure the agreements are implemented
  • Team efficiency is positively impacted