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Interview with Angeline V. Teo, President and Chief Consultant of PEPWorldwide Asia

1.      Can you share some of the most common productivity challenges you've observed among businesses, and what strategies have you found most effective in addressing them?

Certainly! There are many productivity challenges which organizations and businesses are facing these days. Most of them are interrelated. One of the most common productivity challenges is executives losing control. So what do I mean by that?  Well, it is not uncommon for one to lose control over the increasing amount of work: their responsibilities as a leader, as an executive, a parent, a spouse, or even as children.

As a result, they experience overwhelming stress and poor relationships, which may also be aggravated with other factors such as too many emails to respond, demanding roles, or what they will usually claim, a lack of time. 

Let me be clear. Time should not be the main issue. We all agree that no one has a second more than each other on any given day. And whatever challenges work throws at you, be it a fast-paced environment or demanding colleagues, other executives face as well. Why some seemed to handle multiple roles and responsibilities at ease?

There are those who maintain control over their priorities and those who lose control over them, because they don’t know how to!

The key strategy is for everyone to learn the how to, and equip themselves with the right principles, knowledge, and tools that will help them take back control in order to effectively fulfil all their respective roles with the least amount of stress.

2.        In your experience, how important is employee engagement to overall workplace productivity, and what actionable steps can business leaders take to foster a more engaged workforce?

It's important to recognize that organizations and businesses are comprised of individuals, and as social creatures, we rely on connections to operate effectively. Therefore, I strongly believe that employee engagement is essential for maximizing workplace productivity.

Engaged employees, who are more motivated, committed, and invested in their work, naturally contribute to higher levels of productivity. Moreover, engagement fosters alignment of goals and objectives and enables leaders to provide clear direction for the company.

To promote employee engagement, business leaders should prioritize the creation of a positive work culture that values transparency, communication, constructive feedback, and recognition. It's crucial that everyone has the opportunity to voice their opinions and contribute to the organization's growth. Regular progress check-ins, conducted by both leaders and teammates, as well as opportunities for professional development and meaningful assignments, are key factors in driving employee engagement.

Companies can further support employee engagement by implementing initiatives to encourage teams and executives to share their creativity, ideas, and perspectives to enhance various aspects of the company, from optimizing work processes to fostering a more inclusive culture. Ultimately, team members need to feel valued and integral to the organization's success.

3.        With the rise of remote work, how has the dynamic of workplace productivity evolved, and what advice do you have for businesses navigating this shift to ensure productivity remains high in a distributed environment?

The transition to remote work has undoubtedly altered the landscape of workplace productivity. While remote work offers flexibility and independence, it also brings about unique challenges such as isolation, distractions, and difficulty in maintaining work-life boundaries. To uphold productivity in a distributed environment, businesses should invest in effective communication and collaboration tools, establish clear expectations for remote work, provide training on best practices, and encourage regular check-ins and team meetings to foster connectivity and alignment.

Furthermore, it's crucial to implement a robust framework for evaluating individual performance to appropriately recognize high achievers. This healthy competition within the organization can enhance results and motivation while mitigating feelings of isolation.


By acknowledging and rewarding high-performing employees, organizations can inspire and motivate others to excel, regardless of whether they are working in the office or outside of it

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